HR FOCUS
general networking tool. Despite the popularity of LinkedIn, hiring managers still prefer more traditional recruitment methods, such as employee referrals and recruitment consultancies. It seems most employers still believe this to be the most effective approach for screening candidates and assessing competencies.”
Though sites like LinkedIn are blurring the lines for employers, that’s not to say the negatives of digital recruitment outweigh the positives. One technology which has helped widen recruitment pools, and sort the wheat from the chaff early in the process, is video conferencing. As software such as Skype and FaceTime have become more widely accessible, HR directors are relying on the advancement in technology to support their wider recruitment drive.
According to research by OfficeTeam UK, more than four in 10 (41%) UK HR directors say that compared to three years ago, they have increased their use of video conferencing to conduct interviews, presenting a shift in the overall hiring process. When asked why their company increased the use of video
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conferencing to conduct interviews, more than a half (56%) of HR directors said they now have access to better quality video conferencing tools, whilst four in 10 (41%) cite an increase in the recruitment of domestic, out-of-town candidates as one of the main reasons.
“Despite the popularity of LinkedIn, hiring managers still prefer more traditional recruitment methods.”
Phil commented: “Hiring managers are increasingly finding it difficult to source skilled local professionals and are turning towards technology to assist them in the hiring process. Video conferencing allows hiring managers to conduct a visual and verbal assessment of the candidate, which is particularly useful for those who have a long journey to navigate.”
The research also reveals that UK companies are looking even further afield than purely out-of- town, domestic candidates. A third (32%) of HR directors said that video
interviews had risen in the past three years because of increased recruitment of international candidates. This mirrors the number of those looking to shortlist candidates for in-person interviews (32%) and the increased prevalence of free or low-cost tools, such as Skype (31%).
Not only does video conferencing widen the net for recruitment but it is also a quick and easy way to experience someone’s personal skills before inviting them in for a more rigorous interview, perhaps with colleagues higher up in the company hierarchy who have a limited time to dedicate to interviews. As well as that, it helps more creative individuals differentiate themselves. I recently heard the anecdote of a graduate who used a video interview to reveal their ‘drag’ persona – they beat hundreds to get down to the final two for the role with a major music channel.
While a drag act may not be part of parcel of FM, digital recruitment is a key part of meeting the person and not just the professional.
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