What should you look for when choosing video recruiting software?

In this blog article you can find out what is important when choosing the right video recruiting platform and what are advantages Your company really offers it.

What exactly is video recruiting?

Nowadays, video recruiting software is one of the most important efficiency drivers in recruiting and is a strong employer branding “must-have” in the competition for the best talent. Basically, video recruiting now comprises three core areas:

Enables your candidates to contact you personally via Introducing video and usually replaces the classic cover letter. In addition to the videos, the résumé is of course still a central component .

Time-shifted video interview:

In a time-delayed video interview, candidates answer a series of previously defined questions via video. The candidates are flexible in terms of time and location and there is no need for a personnel officer on the other side. This approach is mostly used to make the recruiting process much more efficient and to focus more quickly on the top candidates.

The Live-Interview e corresponds to the classic online conference room, as you know it from Skype or FaceTime. In the context of recruiting, other important functions are available, such as the simple structuring of interviews, the evaluation of candidates, personal live support or the complete branding of the interview solution.

What are the advantages of video recruiting software?

• Significantly shorter time-to-hire: video recruiting software has been shown to reduce time-to-hire and cost-to-hire by up to 60%. Replace process steps such as telephone interviews and focus on top candidates early on.
• Very much high quality of the job interviews : You see significantly more candidates in less time and the videos give you an authentic impression that shows you directly with whom a job interview is really worthwhile.
• Strong employer branding & early retention of talent: Your own personal introduction via video and a target group-specific application process in the branding of the Company increases your perception as an open and innovative company.
• Lower no-show rate for job interviews: Sitting alone in an interview? Candidates who introduce themselves to you via video show a significantly higher level of commitment and willingness to participate in the further application process.
• Better collaboration in the team: Sifting through candidates together in the team and also sharing the videos with the respective department leads to a significant increase in quality and efficiency.

Candidate Experience

This is probably the most important element in choosing the right partner. The competition for the best talent is growing steadily and that is why companies can no longer afford to lose even one applicant due to a poor candidate experience.

The entire experience of the candidates with the video interview or the video application falls back on your company and therefore the entire process should be 100% in your branding. This looks much more professional and the candidates should always have the feeling that they are with you in the application process. Starting with the email invitation to the video interview, to the images, texts and colors of the platform itself.

Flexibility is also of central importance for a successful candidate experience. Give your applicants the freedom to choose which device they used to apply – everyone thinks a little differently. The provider should definitely offer this via laptop and smartphone – mobile preferably via an app as well as via the mobile browser. It is always worthwhile to check the current ratings of the provider in the AppStores. The same applies to the résumé – does he want to maintain it manually in the platform or upload an existing document? The aim here is to find a provider who gives your candidates a certain amount of freedom to ensure a really excellent application experience.

Customer Support & Success Management

Near the smooth and clearly understandable application process, support for you and your candidates plays a decisive role. No matter how good and mature the platform is, not every question can be solved with an FAQ and even small technical problems can always arise. Imagine if an applicant kept the evening free to answer your questions in peace and in the right outfit. If, for example, there is not enough storage space, the candidate must be helped directly in person. If the support only answers after half an hour, the applicant is often already out of the process and in a high probability not convinced of the process and your company.

Almost all providers advertise with a 24 / 7 Support, but here you have to look carefully from your point of view. It is crucial that your applicants as well as your recruiting team are helped within the first minute – ideally personally and not via a bot or an FAQ. Professional providers usually contractually guarantee you a response time.

You and your recruiting team are the second important stakeholder. Make sure that the entire team has professional onboarding available and that new functions or products are introduced at regular intervals in live training courses. If you are familiarized with the platform in a professional and detailed manner, this increases your efficiency and reduces potential support inquiries.

Recruiter-Experience & Interview Features

Many companies are confronted with the challenge that their application process takes up too much time and resources and that good talent is therefore lost to the competition, for example. So that the video recruiting platform offers you the greatest possible benefit and you recruit much more efficiently, it must be perfectly adapted to your internal requirements and the positions to be filled. The application process for a professional will probably look different for you than that for your trainees.

Therefore, pay close attention to the options you have to individualize the interview or application process . How many questions and what kind of questions can you ask? Can the response times be determined and can candidates also submit their résumé or documents?

On the other hand, the platform must help your recruiting team to identify top candidates together as quickly as possible and to improve their daily lives facilitate. Make sure you have a comprehensive rights system, professional evaluation and comment functions and that departments can be easily integrated in order to make the right decisions together.

Data security & integrations

Applicant data is personal and sensitive data, the storage and management of which is safe s data protection concept must be the basis. Check with each provider whether this GDPR complies and whether all data is in an ISO 27001 certified data center. A conversation between the two data protection experts should quickly clarify this. Ideally, the data will be stored and processed purely in Germany.

Do you have a high number of applicants and are you already using an applicant management system (BMS)? Your goal should be to establish a centrally controllable recruiting process in which the recruiting team has access to all information and functions in the main system. Professional and established providers usually already offer an interface in the leading systems so that the incoming video interviews or applications appear directly in your BMS and no system change is required.

Is an integration into your BMS Not yet directly available, find out whether the provider has an open interface (RESTful API) and can implement it for you in a timely manner. A dedicated partner manager as well as an internal development team are usually good indicators that an interface can be provided quickly and securely.