Technology
Technology
forms a huge part of our daily lives; with 4G available across the country and Wifi on tube stations, we are encouraged to be permanently contactable in today’s world.
Top Technology Trends
What are the top technology trends transforming global graduate recruitment? We ask three suppliers to share their views…
Video Interviewing Charles Hipps, CEO of WCN, the leading UK and global e-Recruitment software provider: Video interviewing is a hot topic for recruiters. Although it has been around for some time, it is now becoming a mainstream activity for global graduate recruiters. This is in part due to candidates now expecting forward thinking companies to have already adopted the process.
• Geographical reach: video interview technology permits recruiters to reach an unrestricted international talent pool, allowing recruiters to quickly screen graduates before moving to face-to-face interviews and assessment
28 Graduate Recruiter |
www.agr.org.uk
centres. The video format can also be embedded with messages and content from the employer to the candidate, providing a sense of the company in a more innovative way than a written job description.
• Flexibility: video interviewing considers graduates’ needs, acknowledging that they might have commitments outside of the recruiting process or have large distances to travel. The process provides recruiters with a greater flexibility to review candidate interviews as and when they want, replay recordings and ask for fellow decision maker’s opinions, thus
providing graduates with the best and most equal opportunity to be heard.
• Time and money saving: video interview technology helps screen out unsuitable candidates, saving money on unnecessary interviews. Typically, most companies use video interviews early on in the hiring cycle, often as an alternative to telephone interviews. Whilst interviews conducted via telephone are still a useful method for pre-screening candidates, video interviews lets recruiters see the candidate and how they react and respond under pressure. Recruiters can therefore tailor questions in order to
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40