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Improving the Quality of Applicants

Topic:
Improving the Quality of Applicants
Date:
June 18, 2012 at 1:30 - 2:30 PM ET
Presenters:
Sean Fahey, CEO(VidCruiter)
webcastImgVirtual
Description
Quality Of Hire

What truly makes the difference in the quality of your hiring process?

The first step in improving the quality of hire is attracting the right people.

What is the best way to attract the right people?

Being on the list of top 100 employers helps. But what can most organizations do to attract the RIGHT people? The right people really comes down to culture fit. You can have all the A players in the world but if they don’t think like people in your organization do or are not coachable to start thinking like your team does how can you even consider them to be your kind of A player?

The culture fit is the most crucial part of this entire process yet it is the most overlooked. A good way to find like-minded people is to search groups on LinkedIn of similar interests.

But then comes the tricky part, how do you convey the culture to candidates even before they apply to attract them to your organization?

The simple answer is Video! Organizations that take the time to produce a culture fit video not only get to showcase who they are but they show applicants what they can expect working within their organization. This is the first step to improving the quality of the people you hire. We recommend either using an ATS that allows you to showcase your culture as people apply or if you can’t do this add a video right before the applicant is directed to the ATS.

The next step. Most recruiters spend their time sorting through the not so good hires to get to the their short list. What if you spin this around. You can use tools like an ATS that will sort, rank and filter applicants for you. This is the first step in short-listing the right candidates.

From there I would recommend using an online reference checking tool like VidReferencing or Checkster to get references done before you even meet the applicants for the first time.

Imagine during your phone interviews or your in person interviews you already had 7 references captured per applicant. You can ask as many behavioral questions as you would like but having previous work habits and previous employers information even before you meet with applicants for the first time can drastically improve your quality of the people you hire.

Thirdly where do you spend the bulk of your hiring time? Conducting phone interviews and the first round of interviews? What if you could now spend the bulk of your time on the top 2-3 finalists instead of with the top 15. This is where asynchronous video interviewing comes in.

Having applicants interview themselves to replace the phone interviews not only replaces the phone interviews but also allows recruiters and hiring managers to see applicants answer all their questions in a short period of time. There is many providers in this field from HireVue, Sonru and VidInterviewing.

Adding all these steps together can create a great improvement in the hiring process and also save you a substantial amount of time. If you want to learn more about these tools and other tools, you can take a look at www.VidCruiter.com
Who Should Participate
Organizations that want to improve quality of the applicants they hire.
What You Will Learn
How to improve your applicant branding process. Which part of the hiring process you should be spending the bulk of your time How to get to know your finalists even more before meeting with them
Recommended Resources
http://blog.vidcruiter.com/
Communities
Staffing and Recruitment
Core HR: Payroll for HR and HRIS
Screening, Assessment and Testing
Reference Checking
Staffing Technology
Employment Applications
Talent Management and Development (SME)
Screening
Automated Qualifications Screening
Integrated Talent Management
Quality of Hire
Presented by
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speaker spacer
Sean Fahey
VidCruiter

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Event Sponsors
VidCruiter
Video Interview Software
File List
Feedback
Name Comment Rating
Image of Adriana Villa, PHR Adriana Villa, PHR
Core Laboratories
3 / 5
Good Presentation
4 / 5
Very Good Presentation
5 / 5
Excellent Presentation
Image of Sarah Larrick Sarah Larrick
Southeastern Ohio Regional med
4 / 5
Very Good Presentation
Image of Terri Polette Terri Polette
Silicon Forest Electronics, Inc.
5 / 5
Excellent Presentation
4 / 5
Very Good Presentation
Image of Siona Henderson Siona Henderson
MOSAIC Technologies Group
3 / 5
Good Presentation
Image of Tricia Feuerborn Tricia Feuerborn
American Century Investments
4 / 5
Very Good Presentation
Image of Patricia Ward Patricia Ward
Ward Consulting
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Nikki Hoerauf Nikki Hoerauf
Hospice Advantage
5 / 5
Excellent Presentation
4 / 5
Very Good Presentation
Image of Mark Mapes Mark Mapes
QBE The Americas
4 / 5
Very Good Presentation
Image of Laura Matthews Laura Matthews
Department of Navy-OCHR
3 / 5
Good Presentation
Image of David Fletcher David Fletcher
The City Of Calgary
3 / 5
Good Presentation
Image of Donald Sabathier Donald Sabathier
Sabathier & Associates
4 / 5
Very Good Presentation
Image of Caryn Ramirez Caryn Ramirez
PayTech, Inc.
4 / 5
Very Good Presentation
Image of Leon Audain-Jacobs Leon Audain-Jacobs
D's Audio Visual Solutions
5 / 5
Excellent Presentation
Image of Stacy Carson Stacy Carson
Pinstripe, Inc
5 / 5
Excellent Presentation
Image of Elvira Wolford, PHR Elvira Wolford, PHR
Bethune-Cookman University
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Cathy Loudon Cathy Loudon
Horizon Hospitality Associates
5 / 5
Excellent Presentation
Image of Dorothy Sterling Hill Dorothy Sterling Hill
County of Lackawanna Transit System
extremely informative 5 / 5
Excellent Presentation
Image of Lisa Thompson Lisa Thompson
Consultant
I still have notable questions about the misuse of video interviewing. I am concerned that age 'looks' and/or preceived differences could be misused. I would suggest that more time is spent reassuring how this can be overcome and how - in the US - EEOC is okay with this process. The concept is good - the application could have issues. 3 / 5
Good Presentation

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