3. Managing huge application numbers Sector: EEI/IT Campus Futures, an RPO provider to Virgin Media, began working with LaunchPad in 2012 for its 2013 campaign. The company recruits around 40 graduates and 10 interns each year.
Khalil Ayub, Director at Campus Futures, says: “Our ‘problem’ is that we need a way to help us screen in the very best candidates given the huge number of responses we receive. The Virgin Media brand is very popular and our attraction campaign was so successful that last year we received well over 12,000 applications for 40 positions.
“Quality was also high in terms of large numbers of candidates easily over- achieving against the ‘hard’ requirements (e.g. academics) and also demonstrating great work experience and submitting strong online applications. We had to find an effective way to screen in the best candidates, but we had limited amounts of time and resource.
“We use video interviewing to evaluate whether candidates are the right cultural fit for Virgin Media. This is the most important part when determining whether a candidate is going to be successful at the company. We use the interview to gauge personality and communication skills, and we try to get candidates to talk about their passions and some of the things that might not be immediately obvious from a CV. We have found that video interviewing allows us to understand candidates’ personalities, behaviours and body language in a way that wouldn’t be possible using a telephone interview. The fact that a video interview can be shared and reviewed by multiple assessors if required has also proved extremely useful. Candidates who perform well at video interview are then invited to assessment centres.”
Results - Reduced time, resources and cost, and better quality of candidates. “As an example, for one of our graduate programmes 256 candidates were invited to complete a video interview. Reviewing these interviews took a total of 43 hours and the benefit for both ourselves and the candidates was that the interviews could be taken and reviewed at times convenient to us. If we had opted solely for telephone interviewing we would not have had the benefit of the flexibility, and the total time taken to interview alone (not including review times) would have amounted to 128 hours. Across our six graduate programmes, we calculated that we saved approximately 510 hours (64 days).”
4. Managing huge application numbers Sector: FMCG Nestlé works with Sonru to recruit graduates for its Swiss and global units at international HQ level. Its main target for video interviewing is young graduates, as well as specialists and managers, and its aim is to invite the candidates who fit best with its culture to its Assessment Centre. For some positions, Nestlé receives over 1,500 applications every year, for up to 10 open positions.
Mélanie Prénat, Recruitment and Professional Coach, Nestlé Group.
“We started to introduce video interviewing in our selection process for positions attracting huge numbers of candidates (i.e. young grads), helping us to better select the appropriate candidates. It enables a gain of precious time for interviewees and interviewers, as we can organise the interviews very efficiently. For example, both technical skills and soft skills can be assessed, together with communication ability and
languages ability; interviewees record their interviews according to their time schedule/time zone without impact on our recruiter’s agenda; line managers and recruiters can look at the interviews when they have time. Furthermore, line managers and recruiters have access to the same interview and can align easily.
“After screening CVs and first pre- selection, we invite candidates to record their video. After looking at videos, we short-list a second time, and invite candidates to participate in Assessment Centres or to attend ‘traditional’ interviews.”
Results - Higher quality of candidates invited for interviews or assessment centre
- Time saved. 40 hours per Assessment Centre).
- Salary expenses saved (CHF 2000. − per Assessment Centre).
- Quality of candidate drastically increased. “We can already assess their ability to impact and convince, their verbal and non-verbal communication abilities, and their language skills.”
- Better conversion rate. “Before working with Sonru, out of six candidates invited to an Assessment Centre, we hired between one and two candidates. Now, we hire three to four candidates out of six.” >>>
We started
to introduce video interviewing in our selection process for positions attracting huge numbers of candidates (i.e. young grads),
www.agr.org.uk | Graduate Recruiter 11
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