Recruiters prepare a questionnaire to be answered by candidates through video.
To save time and cost, companies are increasingly adopting the use of video resumes — a new concept in the Indian market.”The video recordings save time for both recruiters as well as candidates. It is better to screen candidates during the first round through a video recording instead of asking them to come all the way to the office,” said Jaideep Venugopal, director of Video Recruit.
The recruiting company prepares a set of questions, and sends a link to the candidates. Once sent, the recruiters wait for the candidate to record their video interview, which when completed, will directly appear in the recruiters’ inbox. The recruiters can access and share the video resume with colleagues involved in the selection process.
“Some candidates may find it intimidating, but it’s down to the recruiters to communicate with them in a way that puts them at ease. For instance, a presentation video or an invitation letter explaining why this tool is used and how to use it,” said Venugopal. Though slow, the concept is steadily gaining popularity. Career Vita, a firm which provides video recruiting services, conducts almost 100 video interviews per day.
“Companies are constantly thinking of ways to improve quality in the easiest possible way. Unlike traditional video interviews, the interviewer does not have to sit through the entire process, thus, saving time. Also, from the candidate’s point of view, he/she need not travel all the way only to get rejected,” said Girish Baliga, founder & CEO, Career Vita. HR experts across industries are positive about this concept.
“A video obviously gives a deeper insight into a candidate’s appearance, personality, communication skills and attitude. These are essential qualities, especially for the hospitality industry. We only need to call the suitable candidates for an interview as it is not always possible to fly down every candidate,” says Adrian Dsouza, director, corporate HR, The Zuri Group Global.
According to Dsouza, the process is better than a telephonic interview or viewing someone’s CV on paper. “We end up randomly calling candidates for interviews. Now, at least the initial screening will be done effectively.”
Terming the concept interesting, Thomas Mathew, general manager, HR, Global Edge Software, said: “This can be effectively used for initial rejections if the candidate is well below the selection criteria.”However, the concept may be difficult to apply for “junior-level employees who are not very comfortable with technology and computer,” said Anjali Upadhyay, vice-president, HR, Royal Orchid Hotels.
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