In today’s world, searching for a job or a qualified applicant to fill that job is an almost entirely digital affair. Powerful networking sites like LinkedIn allow recruiters to quickly identify, filter and contact top talent. Social networking sites like Twitter and Facebook give job seekers unprecedented access to companies and their employees. And easy-to-use video conferencing solutions have shrunk the globe, letting recruiters and job applicants alike ignore geographical boundaries and instead focus on finding the right fit for the position, regardless of location.
I am fortunate enough to have a very intimate knowledge of the power of video conferencing for recruiters; I myself was interviewed several times over iMeet before I ever met any of my now-coworkers in person. Since I’ve already given a personal account of the power of video for interviews, let’s instead take a more practical look at three ways video conferencing can reduce costs for HR recruiters.
1) Qualify Applicants More Quickly
For HR departments, like any department, time is money – the longer you spend pursuing any single candidate, the more money your company has ultimately invested in them, regardless of whether they pan out or not. The power of video is that your applicants can’t hide; every disinterested look, every passionate answer and every confused moment is in plain sight, just as if you were sitting at a desk across from them. Remember, up to 93% of communication is nonverbal. By using video conferencing, recruiters can more quickly and accurately qualify applicants or politely send them on their way.
2) Lower Travel Expenses
Arguably the most obvious entry on this list, if you’re using video conferencing, you’re not paying for air fare, hotels, taxis or any travel expenses, either for your recruiter or your applicant. As I mentioned earlier, I had a total of four interviews for my current position while I was living five hundred miles away from the job. Only one of those four was in person, meaning that not only were both PGi and I able to find one another across considerable distance, but also that travel expenses were lowered and only came into play once I had proven to be a qualified applicant.
3) Reduce Turnover
If this list has a theme, it’s that video conferencing increases the effectiveness of remote interviewing. Phone interviews can be useful, but without body language and other nonverbal cues, you’re missing a large portion of what makes your applicant unique. By employing high quality video conferencing, you really can get a feel for someone, to truly know them even across great distances, which means the all-important “cultural fit” aspect of the interview process is much easier to evaluate. All the qualifications in the world are meaningless if an applicant isn’t able to fit in and work happily in your office’s unique culture. By accurately qualifying them over video, you increase the odds of nailing that cultural fit, and bringing in a new hire that will be with you for years to come.