How Using Smart Video Interviews Will Revolutionise Your Hiring Process

As of 2017, there were 4.8 candidates for each entry-level job available.

Statistics are a bit more in favour of the candidate for jobs that are above entry-level.

Either way, when you advertise a job opportunity, you’ll no doubt get inundated with prospective employees. You may try and save your organisation some time by putting one person in charge of the screening process, and then interviewing promising candidates later.

But what if you could streamline the process using video interviews?

In this article, we’ll go over some of the pros of this new technology, and why your company should consider adopting it.

What Are Video Interviews?

When you think about video interviews, you might think about interviewing someone via Skype or other video software. While that’s a way to interactively video interview someone, this process is a bit different.

With video interviewing technology, you’ll give candidates questions to answer. They’ll be able to answer them in their own time in a recorded interview, putting their best foot forward to you and your company.

Then, you can watch them with your colleagues in your own time. You can give candidates ratings, and you can look at them any time whilst viewing the videos.

If you dislike a candidate, there’s no need to waste their time and yours with a face-to-face interview, in order to be polite. Instead, you can reject them outright and move to the next potential employee. 

The technology allows you to pay as you go, or to purchase interviews in bulk.

A CV Doesn’t Tell the Whole Story

Not everyone is great with writing. Sometimes that can be a reason not to hire someone, especially if you’re a firm specialising in written media. The problem with CV’s is that they are a highly unreliable method of considering an applicant, especially if you are basing the decision on how eloquent they come across. Many CV’s are based on templates or, are proofread and edited by 3rd party services.

If the most important thing is that the prospective employee knows how to do the job and has the experience to back it up (or willingness to learn), a video interview can get to the important facts quickly.

It’ll allow you to choose the best candidate based on more than what’s on the page.

For many jobs, working with people is important, as well as having charisma and confidence. While you can’t gauge people skills as much via video interviewing, you can tell if they have confidence and professionalism through the way they present themselves on camera.

You Can Cast Your Net Wider

When you interview for a new position, you’ll want to pick the very best person for the role. The very best person for the role might not live near you, and therefore, wouldn’t apply for the job due to the cost and time it takes to have an in-person interview.

With video interviewing, you can skip the expense and inconvenience of having someone from far away come to an interview. Or, you can save paying for someone’s transportation to your office if you think they’re a quality candidate after you’ve seen them in action.

This way, candidates from all over the world who could potentially work with you will get to show you their personality and great qualities.

And, it may encourage people who wouldn’t otherwise apply due to geographic restrictions to go for it. This gives you the ability to hire the very best.

Hire a Remote Team You Mesh With

If you’re hiring a team that’s completely remote, you may want to know a bit more about them than just what they state on their CV.

A good approach for companies that only hire remote workers is to consider their CV, how they do on particular tests (such as psychometric and skills tests and use video interviews. This way, you can get a well-rounded view of the real candidate.

You’ll know you’re setting up a team who not only has the skills to improve your business but also works well with your business and ethos.

This ensures a more positive vibe with your remote workers. And they’ll be a person to you, not a name on a screen.

You’ll Save Time

If you choose to do video interviewing in lieu of face-to-face interviews, it allows you to save an incredible amount of time. You can avoid the traditional method of interviewing a large number of candidates in person, that often requires you to take an entire day or days, and devote it to the interview process.

For many businesses, the downtime with face-to-face interviews can hurt productivity and create disorganisation within the office. This is especially the case if a business is small and growing, and don’t quite have the manpower to keep business running while looking for new employees. While large organisations are often suprised at the amount of time taken and lost, interviewing unsuitable candidates.

With this technology, you can interview people in your downtime. This allows you to keep pace with your clients while looking at interviews only when you’re free.

Crafting the Perfect Interview

Another amazing thing about video interviews is that you can craft the perfect set of questions. You may have interviewed candidates previously and wish a certain question was on the list or avoided during the hiring process.

With video interviews, you can figure out what questions work and which don’t and streamline it to create an interview that helps you separate the wheat from the chafe.

If you’re interested in utilising this technology in your office, use the contact form on our main page, or “Enquire Now” button.

Also, have a look at some of the Most important personality traits for great employees to kickstart your hiring process. 

The Top 8 Benefits of Screening New Hires with Pre-Employment Skills Testing

skills testing

“How many cars travel across a bridge each day?”

This isn’t a trick question. It’s an actual interview question Google asked a candidate in September of 2014. And it isn’t just Google asking their potential employees interesting screening questions. 

More and more businesses are using screening questions and skills tests to augment their hiring processes. According to a global survey in 2014 by the BBC, 62% of HR professionals said they used a type of pre-employment test. Today, employers who don’t use pre-employment testing are the outliers.   

But some employers are still hesitant about engaging in skills testing, aptitude testing, personality testing, and using other hiring tools. If you’ve struggled with this question, this article will help you understand how skills tests can benefit your hiring process.  

Here are 8 reasons why:  

1. Skills Testing is Objective

During an interview, it’s easy to become distracted by things that don’t relate to the position. If you or another interviewer shares interests with the prospective hire, you may go off on a tangent. This could make you favour that candidate more, even if they aren’t necessarily the right person for the job.

Skills testing is an objective way to assess the core skills of a candidate. There is no way for “gut feelings” to get in the way. Using qualitative assessments, you can ascertain how a potential hire’s skills fit with the rest of your organisation.

Most importantly, skills tests treat every applicant the same.

2. Skills Tests Are a Good Measurement of Performance

When all you have is a resume, a few work samples, and an interview, it’s difficult to gauge an applicant’s past performance. For example, there’s no telling whether an applicant prepared their resume themselves or used a service.

Skills tests give you the option to test an applicant’s performance on a specific task or skill. Instead of a prepared statement, you get a fresh and full assessment of an applicant’s performance to base your decisions on.

3. Skills Tests Relate to the Job at Hand

If a job requires certain skills, you need to be sure your candidates have those skills.

If a position you’re hiring for requires your employees to spend most of their time in Microsoft Excel, you may wish to administer an Excel test for job applicants. Microsoft assessment tests are some of the most popular skills tests for office environments.

If you think skills tests are irrelevant because candidates list those skills on their resumes, you could be mistaken. It’s not uncommon for applicants to list a myriad skills on their resume. But sometimes those skills are misrepresented, either purposefully or accidentally.

Just because a candidate spends two hours on Twitter every day, that doesn’t mean they have experience with “social media management.” Likewise, just because an applicant manages their personal finances on a spreadsheet, that doesn’t mean they have years of Microsoft Excel experience.

4. Skills Testing Makes the Hiring Process Go Faster

Even when unemployment is low, hiring managers must read through hundreds of job applications. This is a costly and time-consuming process. It often gets drawn out because your current employees need to focus on other tasks aside from hiring.

Skills testing is a way to disqualify those candidates who don’t fit your job description. It can free up more time for your managers to focus on other tasks. It can also help you pay better attention to your shortlisted candidates.

5. Skills Testing Reduces Turnover

Every employer dreads a bad hire. In one Australian survey conducted by SmartCompany, 27% of businesses said they had lost money because of a poor hiring decision. A quarter of businesses with more than six employees estimated their costs at between $5,000 and $50,000.

Skills tests reduce the chances that you’ll hire a candidate who can’t do the job. When you screen candidates based on specific skills, you can be sure they’re ready for the job on day one.

6. Skills Testing Helps You Predict Employee Productivity

Tests can objectively determine how much knowledge and skill a candidate has with a specific task. Using an objective, quantitative form of measurement, you can more accurately extrapolate how productive that employee will be once they are hired.

Naturally, every new employee will need time to train and adjust to their new position. But employees who can start being productive immediately will help your business cut training costs.

Employees benefit from skills testing as well. No one wants to find themselves in a job that they can’t handle. Employees who can become productive quickly are more likely to be satisfied with their jobs.

7. Skills Testing Can Teach You How to Manage Your Employees

Testing of prospective employees can also provide insights into their personalities. Do they work quickly? Are they multi-taskers or do they take things one step at a time?

There are skills tests that relate to specific tasks, but you can also administer personality tests that tell you how your candidates will work with others. It could be that one of your candidates is excellent at their job, but they need a great deal of time to themselves to stay productive.

8. Skills Testing Makes Your Hiring Process More Transparent

Employers are often concerned about skills testing because of employment laws. These concerns aren’t unjustified. There are many laws that must be considered before you administer certain pre-employment tests. 

For example, many countries and jurisdictions have laws relating to aptitude tests and other, more invasive tests, such as lie detector testing. It’s important to discuss skills testing with your lawyer before implementing it in your hiring process.

However, when done correctly, skills testing can make your hiring process more transparent. When you remove personal biases from the screening process, candidates advance based on merit alone.

Screen Your New Hires with Skills Tests

There are numerous applicant testing services on the market today. But many don’t have a comprehensive suite of testing capabilities available to their clients. 

RightPeople’s web-based skills testing can help you assess candidates’ skills in numerous disciplines. From typing and data entry to MySQL and skilled nursing, we have skills and aptitude tests suitable for a variety of industries. 

Learn more about our skills testing services today. 

Critical MS Excel Areas to Test – Prior to Hiring

From the time it was released during the 80’s MS Excel has become one of the most widely used business tools. Critical business decisions are often based on Excel analyses. For this reason, it’s one of the most important skills to confirm, prior to hiring. It is also one of the most embellished skills on resumes.

Consider the common scenario where a candidate has been hired and has embellished their Microsoft Excel skills. They constantly bother co-workers with ‘how to’ questions and their mistakes go unnoticed at first. Their errors are eventually picked up when things have gone wrong with an order or, a misleading analysis due to an incorrect formula.  The reality is that it’s often some time before mistakes on MS Excel spreadsheets are picked up – after the damage has been done. The individual then requires training on skills they should already possess, costing businesses time, money and unnecessary stress.

Here are our TOP 10 MS Excel skills to test for when hiring to avoid costly hiring mistakes. » Read more

Multitasking Ability and Intelligence

When dividing attention between two tasks (Multitasking), people need to find the most efficient ways of allocating their attentional or processing resources between the tasks. It is reasonable to presume that people with higher levels of intelligence will be better able to allocate their processing resources efficiently. This was investigated in a study by Ben-Shakhar and Sheffer. Read on to learn more about their findings and how RightPeople has used this information to help you make better choices during your recruitment process.

» Read more

Skills needed by multi-taskers

Brown (1998) investigated the concept of “time-sharing” proposed in earlier work on multi-tasking by Fogarty (1982) . Fogarty (1982) describes time-sharing as a factor that emerges when two tasks are undertaken simultaneously. This sharing of time between the tasks is the extra factor over and above those associated with performing each of the tasks in isolation.

In Brown’s paper two experiments were undertaken, one that involved completing a single task (manual tracking) and one dual tasks (manual tracking and a timing task). The following outcomes were found:


    • An interference effect. Doing two tasks at the same time disrupted the speed of the timing task and made it more variable.
    • A relationship between practice and interference. Practice on the tracking task under single-task conditions reduced the interference effect in timing. However, practice on the dual-task test was not successful at minimising the interference effect.

» Read more

Navigating the world of telework

The rollout of the National Broadband Network (NBN) has created numerous opportunities for more flexible work options, also called telework. A report by Deloitte Access Economics predicted that flexible work created by the NBN would be one of the biggest structural changes to the labour market this decade, creating an additional 25,000 jobs by 2020. The research also found that almost 50% of the mature workers (aged 45-64 years) and one-third of the part-time workers surveyed had at least partially flexible work patterns.

Fast broadband technology and other structural changes are eroding the idea of the traditional ‘office’ workspace. We are increasingly seeing the rise of new forms of flexible work, including working from home, a mixture of working from home and office, regional workspaces, working from client workplaces etc.

» Read more

Ambiverts, Extraverts, and Sales Job Performance

In this article we look at Ambiverts, Extraverts, and Sales Job Performance and announce the new Accounts Payable and Receivable Test

Sales Aptitude Personality Research

Article Highlights

Extraversion vs Introversion is one of the most studied personality dimensions. It was a long-held belief that extraversion would “take a person further” in business, particularly in sales. The most recent research supports a third personality type that is in a way, a combination of qualities of both introverts and extraverts. These personalities stand to make the biggest impact in leadership and in sales. The implications suggest that:

  • Organisations should screen candidates around the “right disposition” and sales aptitude rather than relying on training people to cope with the pressures and emotional aspects of being in sales.
  • Organisations should consider re-thinking their personality style benchmarks for hiring sales staff and other roles where high levels of extraversion might seem like a key criteria.
  • The research continues to show that regardless of “personality type”, the qualities of self confidence, commitment, etc. are always going to impact the balance of this scale.
Sales Aptitude Personality Model

Sales Aptitude Personality Model

» Read more

Employee Engagement Essential in Professional Services Firms

The importance of employee engagement has been discussed in previous posts. Recent research indicates that nowhere is employee engagement more important than in professional services firms. While these firms are necessarily primarily client focused, ultimately the success of professional services firms relies on the success of their employees’ work. And the most successful employees are engaged employees.

In fact, in professional services firms employee engagement is a strategic business initiative.

» Read more

English Second Language Training and Support

In Australia, on average 15 percent of all school students come from a non-English speaking background. In some states it is much higher: in New South Wales this figure is almost 25 percent English Second Language Students, as it is in the Northern Territory, and in Victoria it is 20 percent. According to Adriano Truscott, president of the Australian Council of TESOL (Teachers of English to Speakers of Other Languages) Associations, Australia has an “outstanding tradition” in teaching English as a Second Language (ESL).

It is therefore vital that we have a great system for tracking the progress of our English Second Language Students (ESL) students, to cater for the needs of our high number of ESL students, as well as to safeguard our reputation as a leader in this field.

» Read more

Employee Retention Linked to Shared Values and Interests

Research by the American Psychological Association has found that workers are more likely to stay with employers when there is alignment between their values/interests and those of the organisation. They found that these factors were more important than remuneration and benefits.

The Workforce Retention Survey, conducted with American workers aged 18 years and above, examined a range of factors associated with employee retention. Even in the current economic climate, values and meaning were key drivers of employee satisfaction above financial considerations.

» Read more

Getting the most out of psychometric assessment

Our previous post Organisations are reaping the benefits of psychometric assessments summarised the outcomes of recent research by a leading organisational research firm which revealed the relationship between HR success and the use of psychometric assessment tools.

This post provides more information about the ways successful organisations use psychometric tools and incorporate them into their talent search and development programs. The 516 organisations involved in the research were placed into three groups based on criteria indicative of employee performance and satisfaction: best performers (best in class), average performers (industry average) and those lagging behind in their industry (laggards).

» Read more

Organisations are reaping the benefits of psychometric assessments

Organisations are continually looking for tools and techniques to help them make better hiring and promotion decisions, as well as for ways to set themselves apart in the search for talent. A 2011 survey by Aberdeen revealed the high prevalence and impressive benefits of psychometric assessments as part of a talent recruitment and development programs, particularly in an era when many organisations cannot afford to spend significant amounts of money hiring new staff.

The survey involved over 640 organisations, including more than 500 that used assessments as part of their hiring and talent development strategy. The researchers used several benchmarks of organisational HR success. These included: high rates of employees receiving outstanding performance reviews, sound succession plans and manager satisfaction rates. Read on to find out more about what these successful organisations did to set themselves apart…

» Read more

Job/person mismatch is a leading cause of underperformance

Underperforming employees can be very costly to organisations. A 2009 article in the  Australian Financial Review found that unproductive employees can cost Australian businesses up to approximately $33 billion a year!

A primary reason for underperformance is a poor fit between the employee’s skills and interests and the needs of the organisation. Another related reason is managers not clearly specifying their expectations and the requirements of the role. Both of these can lead to an employee struggling to deliver on what is required. These issues are preventable however.

» Read more

Minimising the impact of disruptions in the workplace

Distractions such as telephone calls, emails, online notifications and colleagues stopping by for a chat, or even the time it takes to try to remove such distractions, are part and parcel of the modern workplace. We tend to take it for granted that long periods of uninterrupted work are few and far between.

Recent research has shown that this can have quite a damaging effect on productivity and work safety. A study conducted by Michigan State University found that interruptions as short as 3 seconds are enough to double the chance that an employee will make a mistake.

» Read more

Protecting your business against fraud and misconduct

As the business world becomes more diverse and expands across national boundaries, concerns about security and integrity in the workplace have never been higher. Stakeholder expectations for ethical business operations continue to rise, placing more responsibility on organisations to employ people who have high ethical standards.

To safeguard their organisations, many organisations incorporate background screening checks into their recruitment process. While the benefits of these are clear, there are legal ramifications which arise when a criminal record is revealed.  Refusing to employ an individual because they have a criminal record is against the law in Australia.

» Read more

Multi-score performance ratings work

Multi-score performance ratings are employee performance feedback systems where feedback is obtained from multiple sources (supervisors, peers, clients. They are very popular, with almost all Fortune 500 companies in the US using this approach (Cheung, 1999).

Why are they so popular?

Research shows that there are a number of reasons that multi-score (also often known as 360 degree) performance rating systems work so well. Read on to find out more.

» Read more

A theory on managerial success: managers need “soft skills” too

Research has shown that while intelligence in its traditional form, including tasks assessing verbal, numerical, visuo-spatial, reasoning and working memory, is the best predictor of job performance, other skills are also important for managerial success.

Sternberg’s (1996; 1997) triarchic theory of intelligence proposes that intelligence is comprised of traditional analytic skills, practical skills and creativity. He advises that managers need all these components of intelligence in order to be successful. Practical skills are those used in the workplace to guide interactions, help solve problems and knowing how to act in certain situations. They are usually acquired without the direct help of other people. Creativity in the workplace is about seeing old problems and situations in new ways, or the catchphrase of the early 2000’s: thinking outside the box.

» Read more

Put your money where your mouth is when it comes to employee ethics

A recent study by the Chartered Institute of Personnel and Development has revealed that organisations may not be doing enough to promote and protect their values within the organisation. The study found that 40% of employees believe that their unethical colleagues not only go un-reprimanded, but are also frequently rewarded and promoted for their bad behaviour.  In addition, only 29% of respondents had a good understanding of their organisation’s values and 15% had no awareness of them.

It’s not all bad news, though, with almost three-quarters (73%) reporting that it is at least somewhat important to them that organisations to have well-defined values which guide employee behaviour.

» Read more

Bribery and corruption – are organisations informed and prepared?

A recently released report outlining the findings of Deloitte’s 2012 Bribery and Corruption survey reveals that organisations in Australia and New Zealand may be ill-equipped to identify and manage corruption and bribery risk.

The survey was completed by 390 organisations from Australia and New Zealand, including publicly listed companies, Australian subsidiaries of foreign companies, public sector organisations and private companies.

» Read more

R your employees OK?

Thursday 13 September is National R U OK? Day.

R U OK? Day is a national mental health day on the second Thursday of September to encourage Australians to connect with their colleagues/employees by asking them: Are you okay?

One in five people experience depression at some point in their lives. That means that approximately 4 million Australians will suffer from depression. More than 2,000 Australians suicide each year. Depression is the most common mental illness, followed closely by anxiety.   Approximately 7 percent of Australian employees in any organisation suffer from depression each year.

So chances are that at least one person at each workplace may be suffering from a mental health problem right now.

» Read more

Keeping employees happy

Research has shown that some of the ‘perks’ that keep employees happy in their jobs are not the stereotypical ‘big ticket’ items that only larger businesses are able to offer.

Boredom, lack of opportunity and poor work-life balance are within the top four reasons that people leave their jobs, according to The Australian Human Resources Institute, rather than lack of perks such as corporate cards, cars and fancy technology. The Institute also found in a 2009 survey that employees value good communication and training opportunities over and above higher pay.

Other important considerations for employees, that are particularly relevant to smaller businesses that are unable to compete with large businesses on remuneration and work conditions, according to research undertaken by Deloitte, are:

» Read more

‘GPS building’ for your organisation

A GPS for business?

No, we’re not talking about a Global Positioning System for your car. But it is a similar principle. Many organisations and business leaders are arranging their organisation around GPS, or Guidance and Positioning Statements. Like a GPS in your car, an organisational GPS will guide your organisation to a chosen destination, providing clear directions and guidance along the way to shape the culture of the organisation. These statements can also be referred to as mission statements, values statements or charters.

An effective GPS is a key tool in fostering employee engagement.

A number of successful and high profile organisations understand this. BHP Billiton refers to their GPS (called a charter on their website) as the “single most important means by which we communicate who we are, what we do, and what we stand for as an organisation, and it is the basis for our decision-making”. Their Charter has existed for over 10 years with only minor modifications being made over that time.

» Read more

The hidden costs of employee disengagement

A recent research poll of Australian workers has found that more than 80% of Australian employees feel disengaged and work, with more than 20% being actively disengaged, that is behaving in ways that are actively harmful to the organisation.  They estimated that disengagement costs Australian organisations at least $33.5 Billion a year in lost productivity.  It also has other negative social effects outside the workplace, with disengaged employees taking out their negative feelings on their families and having more health problems.

As discussed in our earlier blog How engaged are your employees, employee engagement refers to the extent to which employees believe in the values and mission of the organisation, are committed to their work and will act in ways that further the organisation’s interests.  It integrates the well-known constructs of job satisfaction and organisational commitment.

Engaged employees are focused and connected at work, supportive of organisational goals and are willing to “go the extra mile” at work.

» Read more

Recruiting the Gen Y employee

What the research shows about Generation Y

Many surveys and studies on Generation Y (individuals born between approximately 1980 and 1995, earlier or later in some definitions) indicate that, as a group, there are a number of characteristics they tend to display that employers should be aware of when hiring and managing these individuals.

Specifically, research has shown that more than any other generation in the workforce, workers from Generation Y (Gen Yers) tend to:

  • Anticipate changing jobs frequently (with some research showing more than half of Gen Yers anticipate changing jobs every 2 years).
  • Be much more likely to move to a new job if their needs for challenge and career development are not met.
  • Have high expectations of their employers, including work-life balance, challenge, high salaries, career advancement and flexibility.
  • Apply for jobs in non-traditional ways, including via social networking tools such as Twitter and supplying applications relying on technology.

» Read more

Streamline your recruitment process to attract top talent!

A recent survey has shown that 79% of job applicants lose interest in a job when faced with a long recruitment process and 45% have withdrawn their application because they didn’t like the interviewer.

This is consistent with the experience of James Nicholson, managing director of the professional recruitment consultancy Robert Walters. Nicholson said he has consistently observed that the organisations that are slow to make decisions or fail to properly sell the role have difficulty attracting  the best talent available. A streamlined recruitment process is critical.

» Read more

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