Grads On Film
…thanks to
video interviewing the level of
candidates who make it through to the assessment centre has significantly improved.
5. Making application screening fairer Sector: Finance Schroders recruits between 20 and 25 graduates and approximately 20 interns each year at its offices both in London and overseas. The programmes it offers are across a number of functions ranging from IT and Finance through to Investment Analyst and Product Management roles. The company first began using video interviewing for the 2013 recruitment intake, working with Sonru.
Jade Harvey, Graduate Recruiter, Shroders says: “Video interviewing has replaced telephone
interviewing as part of the application process and is used as a first stage interview. The video interviews are assessed along with the online applications and CVs in order to select which candidates to invite forward to the assessment centre, which is the final round. Last year, 15% of 2,000 graduate applicants went through the process and thanks to video interviewing the level of candidates who make it through to the assessment centre has significantly improved.
“We hoped video interviewing would enable us to establish a fairer process of selection. Being able to review all candidates together, we thought, would allow for fair benchmarking as the hiring manager gets a view on all candidates instead of having multiple telephone interviewers all giving independent feedback which then has to be calibrated.
We also hoped it would save us business time by being able to review all interviews together in one sitting, rather than committing multiple hours to telephone interview and running calibration.
“Finally, we intended for video interviewing to help us select candidates more effectively and fairly as all candidates have the exactly same interview experience, they are asked exactly the same questions and there is no requirement to build various levels of rapport, which varies with every interviewer/candidate combination. It enables us to remove the bias that is introduced by telephoned interviewing and means that we can stick to the same interviewing script.”
Results - Reduced ratio of interview-to-hire. “The business gains more exposure and insight into the candidate than was previously ascertained from the CV alone. That has led to increased candidate quality.”
- Significant reduction in time spent assessing candidates compared to telephone interviews.
- Reduced recruitment costs. “It has saved cost in terms of business time requirement to conduct first stage interviews.”
- Fairer selection process. n
10.7%
10.7% of AGR employer members are currently using video interviewing, up from 6.3% in 2011-12 (AGR Summer Survey 2013).
44%
Video interviewing is used by 44% of businesses, according to LaunchPad Recruits (2013), and the majority of these are live (not captured) videos.
80%
Companies using video interviewing have found a reduction of up to 80% in administrative costs, partially due to no longer having to pay for travel costs for unsuitable candidates (MetashiftReport. 2013).
12 Graduate Recruiter |
www.agr.org.uk
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