Your hiring process is built to evaluate candidates – but have you ever considered that candidates are evaluating your company at the same time? We all know you only get one chance to make a first impression. In many cases a HireVue video interview will be your first contact with a candidate beyond the applicant tracking system or email. This article from the Association for Psychological Science suggests that it can take as little as 1/10 of a second for someone to form judgements about you. Do you know what the candidate’s first impression of your organization is? Are you maximizing those first seconds you have with a candidate? One of the best ways to maximize your first impression is with Introduction and Closing videos before and after your video interview. If you aren’t yet leveraging these as part of your interview process, here are three reasons you should:
1. Candidate Experience
What if I told you that you could have your organization’s CEO talk to every single candidate? Or that you could give a realistic job preview before every interview? You can. Based on what we see here at HireVue, companies that incorporate introductory videos experience higher interview take rates and receive higher Net Promoter Scores from their candidates. Candidates are investing their time to tell you their story, hoping it will land them a job that will change their lives. There is no better time to strategically place a video that highlights your employer brand and reminds candidates why they would want to work for your company. There’s also a high possibility that candidates tell their friends or family about the interview opportunity you’ve given them. Placing video before and after the interview increases the likelihood that they share a positive experience.
Recruiters and hiring managers are often concerned about inconsistent interview processes throughout the organization. Introduction and closing videos create a higher level of consistency, ensuring that every candidate is receiving the same message at the beginning and end of the interview.
3. Set Interview Expectations
I don’t know about you, but my nerves kick in right before an interview starts – particularly if it’s a new experience like a video interview. Some of our clients have done an outstanding job setting up the interview expectations for their candidates with advice about attire, lighting, and tips on how to relax. The closing video also serves as a great bookend to the video interview and informs candidates about the next steps they can expect in the hiring process. Closing videos drive excitement and momentum for the candidate during a process that is undoubtedly nerve racking.
Think You Can’t Implement Video? Think Again.
There are many reasons you might think introductory and closing videos are out of the realm of possiblity. Some of the most common objections we hear are:
“I don’t have a video production team.”
Good news! All you need is a webcam. Many of our clients make great videos right from their desk. These types of videos often help the candidates feel more comfortable, as if they were in your office interviewing. Sonic Automotive provides a great example of how to embed video into the interview process. In their 90 second introductory video, the EVP of Operations explains the company culture, their vision and values, and learning opportunities – as well as interview tips. Each question is asked by current store employees, giving candidates a peek into the work environment. In Sonic’s closing video, a hiring manager explains the next steps a candidate can expect in the hiring process. Children’s Mercy Hospital is another creative HireVue client. This children’s hospital has the kids introduce their organization to the candidate. They also sign off with the next steps saying “the grown-ups will take it from here” leaving candidates with a case of the warm and fuzzies. No marketing team was required for the making of these videos.
“I am not an actor and nervous to record a video.”
You don’t have to be and candidates don’t expect you to be! (Unless you are hiring actors). Showing authenticity and vulnerability can actually help calm nervous candidates. We’ve all used some sort of social media or video messaging. The skills you use on Instagram, Facetime, Snapchat, and Skype can all be applied here. If you need tips and honest feedback, enlist the nearest teenager to help.
“It’s a “nice to do” not a “need to do”.”
People are consuming video at a higher rate than ever before. According to forecasts by Cisco, video will make up 82% of all internet traffic in 2021. Video already accounts for 73% of internet traffic in 2016. Video is the new normal. It’s not that candidates are comfortable with it – they expect it. Don’t miss out on this fantastic opportunity to maximize your company’s first impression, or worse – lose the candidate you have always been looking for.
About the Author:
Jaclyn Aguirre is a Professional Services Specialist at HireVue. She focuses primarily on helping small and medium-sized businesses implement video interviewing and transform their traditional hiring processes. Find her on LinkedIn.