Is Video Interviewing Right for you?

Is Video Interviewing Right for you?

4 min read

 

There’s no denying it: the traditional interview process where an employer sits down with a candidate face-to-face in an office is becoming outdated. The days of in-person interaction are slipping away as technology allows for connectivity no matter the distance. Should you lament these lost days? 

The answer is no (at least not yet) because new interviewing technology actually allows for a streamlined, consistent and convenient interview process—a process that makes life easy for both applicants and hiring managers. Sounds great, right?

So how does it work?

Hiring managers looking to invest in video interviewing technology have two options: one-way recorded interviewing or two-way live interviewing.

One-Way

Employers using the one-way video interviewing process send a list of questions and topics to the applicants ahead of the scheduled interview date. Applicants have the opportunity to read over the questions and come up with answers on their own time (like after dinner, over the weekend, or really whenever they want). Then they send back a video of themselves answering the questions. It’s simple and efficient.

One-way video technology places responsibility in the hands of the applicants by giving them time to formulate answers and requiring them to submit their response on their own time. While they don’t have to make the drive to an office, they do have to set up a video recording of themselves.

Two-Way

The two-way live video interview process is similar to traditional face-to-face interviews. Hiring managers who want to use this process need to contact the applicant and schedule a time that works for both parties. Applicants scheduled for a two-way video interview prepare as they would for a traditional interview process—by compiling a resume, analyzing their strengths and weaknesses and coming up with answers for possible questions.

What are the benefits?

There are plenty of reasons to invest in video-interviewing technology. Some of the benefits hiring managers gain from switching to video interviewing are:

  • It’s cost effective
  • It’s easier to schedule and can take place after work hours
  • Allows for consistent interview questions
  • Easy to track performance and compare applicants
  • Reveals how candidates handle technology
  • Helps hiring mangers find employees they wouldn’t have found otherwise

The right video-interviewing technology saves time, energy and money. It allows hiring managers with packed schedules to find the right time for an interview—even if it’s after work hours—and gives applicants the convenience of interviewing from their own home (or wherever they feel most comfortable).

The option to choose a convenient location is one of the most valuable benefits. Video interviewing gives candidates who aren’t entirely committed to pursuing an open position the opportunity to interview—without having to worry about the inconvenience of transportation. And sometimes the best fit for an open position is the talented candidate who isn’t sure what they want or isn’t sure if they have the time to drive across town for an interview.

So, should I make the switch?

There are, of course, a few important things to remember when using video-interviewing technology. Unreliable Internet connection, difficulty performing in front of a camera, finding a quiet place for the interview—these are some potential difficulties for video interviews. But these problems are easy to avoid and hiring managers should give applicants a brief explanation of how the process works beforehand.

Hiring managers also have the choice to use video interviewing for some positions and not others. They may want to reserve video technology for applicants from out of town or those applying for remote positions. The flexibility of video interviewing gives hiring managers and applicants the opportunity to communicate and determine which option works best.

There’s no reason for employers to miss out on streamlining their interview process and securing the best talent. Companies that implement video-interviewing technology may have an edge over companies relying on in-person meetings.

Getting the most out of video technology

Video interviewing technology alone is helpful. But when paired with an applicant tracking software, it’s transformative—it’s the missing piece of the hiring puzzle that completes the picture and enhances a company’s performance.

HR reps and hiring managers who use an applicant tracking software integrated with a video interview system are able to perform one-way or two-way live video interviews and compare applicants with help from other applicant tracking software features. Using these tools together allows for a seamless hiring process, from screening applications to performing interviews to onboarding.

After screening and ranking applications, hiring managers and HR departments can determine which applicants they want to interview. And after scheduling and completing the interviews, they can watch the videos, compare them to performances from other candidates and submit feedback using their applicant tracking system review features.

Bottom Line

Companies who want the top talent need the right technology. An applicant tracking system like ApplicantStack, integrated with a best-in-class video interviewing platform, gives companies the edge they need to find the right fit for open positions. By relying on video interviews, hiring managers can save time, energy, and money—all while analyzing each applicant. Who doesn’t like the sound of that?

Why choose ApplicantStack for your Applicant Tracking System?

Why choose ApplicantStack for your Applicant Tracking System?

Recruiting Software Applicant Stack Applicant Tracking System

Applicant Tracking System

2 min read

There are many ATS’s on the market today.  Where do you begin to find the one that is right Applicant Tracking System your company needs?

Since 2009, over 2,500 companies have chosen ApplicantStack (Applicant Tracking System) to automate and streamline their recruiting process. We created ApplicantStack, a simple, easy-to-use, gets-the-job-done software that has everything you need and nothing you don’t.

It’s not another thing to manage, but the tool that helps you manage your day.

We speak HR, it’s in our blood. We spent our careers in human resources, bogged down with paperwork and craving more time and
resources.  Now we’re on a mission to give organizations the tool we always wish we had.  We wanted something that is:

  • Easy to use
  • Configurable / Flexible
  • Affordable

ApplicantStack’s Applicant Tracking System Features:

  • Plans starting at $95 a month with no binding contract or long-term commitments – see our pricing page
  • Web-based system requiring no installation or programming on your part
  • Easily configured to mirror your current or desired recruiting process
    • Simple enough to start using the day you subscribe with our guided startup wizard
  • Interfaces with all major job sites such as Indeed, LinkedIn Jobs, Stack Overflow, CareerBuilder, Monster, Dice, Glassdoor, ZipRecruiter, and JuJu
  • Easily post jobs to your social media feeds such as Facebook, Twitter, and LinkedIn
  • We offer integrations for assessments, background screening, home care management, payroll services, video interviewing, and more
  • Seamlessly accept candidate applications via Indeed Apply or LinkedIn profile
  • Users and candidates can access ApplicantStack from any mobile device
  • Candidates can upload their resume and files using their Dropbox or Google Drive files
  • We also have great reviews that you can see here.
  • Many more features

See our Features page here for more information.

As a result, ApplicantStack offers many features to streamline your recruiting and hiring process.

 

 

ApplicantStack named as ATS Leader

ApplicantStack named as ATS Leader

ATS LeaderPress Release: Software Advice Names ApplicantStack as a Leader in FrontRunners Quadrant for ATS – Applicant Tracking Software

Cary, NC February 6, 2018—ApplicantStack announced today it has placed as a Leader on the FrontRunners quadrant for ATS – Applicant Tracking Software.

“We are honored and very excited to be listed as a Leader in FrontRunners Quadrant for ATS – Applicant Tracking Systems.” Said Nathan Shackles, founder and CEO of ApplicantStack.  “We continue to strive to deliver the best product and support to our customers.”

FrontRunners is published on Software Advice, a trusted resource for software buyers. FrontRunners evaluates verified product data and end user reviews from softwareadvice.com, capterra.com and getapp.com, positioning the top scoring products based on capability and value for small businesses. The FrontRunners quadrant for ATS – Applicant Tracking Software is available at https://www.softwareadvice.com/hr/applicant-tracking-software-comparison/#top-products.

About ApplicantStack

ApplicantStack: the affordable, easy-to-use, full-featured recruiting and onboarding system trusted by 2,500+ companies since 2009 to automate and streamline their recruiting and onboarding process.

We spent our careers in human resources, bogged down with paperwork and craving more time and resources. Our goal is to provide organizations the tool we always wish we had. We created ApplicantStack, a simple, gets-the-job-done software that has everything you need and nothing you don’t. It’s not another thing to manage, but the tool that helps you manage your day. Visit us at Free Trial for more information and to start a Free, no obligation trial.

DISCLAIMER: The content for the FrontRunners quadrant is derived from actual end-user reviews and ratings as well as vendor-supplied and publicly available product and company information that gets applied against a documented methodology; the results neither represent the views of, nor constitute an endorsement by, Gartner or any of its affiliates.

Can a Small to Mid Size Company Like Yours Afford an Applicant Tracking System? Selling an ATS to Management

Can a Small to Mid Size Company Like Yours Afford an Applicant Tracking System? Selling an ATS to Management

Selling an ATS to Management

Does your desk or office look like the photo above?

Are the resumes you’ve received waiting for your attention or have you already reviewed and separated them with sticky notes by name, date received, or function?

Selling an ATS to Management

How to organize resumes your company receives is an on-going dilemma for us recruiters.

If you have them alphabetized by name, you have no idea how old they are or what kind of background they have.

If you organize them by date received, you have to sift through all of them to find the applicants with the right credentials.

Maybe you have the stacks labeled unqualified, potential or top prospectsor hold, call or sign off?

Probably the best solution is to list each and every applicant on an Excel spreadsheet before you file them away.

No matter how you try to organize them, manual resume files are just not efficient.

I remember it used to make me feel better if they were filed in a cabinet, so at least I didn’t have to visually look at the stacks every day and everyone, including my boss, had the impression that I was really organized!

That’s where an Applicant Tracking System (ATS) can work for you.

But is Selling an ATS to Management the right strategy for you?

Then one day, I read an article on SHRM’s website about online applicant tracking systems.

Could it be?

Has someone really come up with an efficient way to track all the resumes I receive?

I was the Recruiting Manager with a small company and I remember thinking the software must be expensive because it actually automates the hiring process from end to end – from how candidates view openings, submit resumes and complete online applications to scheduling interviews and securely storing resumes.

After contacting a couple of applicant tracking system vendors to inquire about price and implementation, I realized maybe I could put a business case together selling an ATS to management.

At this point, I had nothing to lose!

I outlined all of the benefits and return on investment (with a little help from our financial guy), compared it to our current manual process and presented it to our CEO and my Manager.

The rest is history!

I couldn’t believe the positive “it’s a no-brainer” response I received and immediately signed up!

Conclusion

If you’re having the same “our company can’t afford it” thoughts that I did, you might be very surprised to learn that your company can’t afford not to have one. The HR Managers of small to mid-size companies I talk to know how valuable an applicant tracking tool is but continue to have reservations about how they can persuade the decision makers in their company. So, I’ve put together 5 easy steps on how to sell the idea.

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Step 1:

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Map out each step of your current recruiting process and put an approximate time each takes and an approximate cost. Include things like, approving new jobs, posting new jobs, receiving and reviewing applicants, pre-screening and interviewing applicants and making offers.

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Step 2:

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Make a list of the negatives and positives of your current recruiting process. The negatives will certainly outweigh the positives.

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Step 3:

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Estimate the loss of revenue to the company for the average time your jobs go unfilled. (CEO really gets this one!)

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Step 4:

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Compare items 1, 2 and 3 with the time and approximate cost when these same steps in your recruiting process are automated.

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Step 5:

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Finally, summarize your business case with an exhaustive list of the benefits. I’ve included many benefits below:

Top 15 Benefits of an Applicant Tracking system:

  1. Allows candidates to quickly and easily apply to your organization
  2. Can facilitate high-volume recruiting while remaining cost-effective
  3. A highly configurable, scalable solution that can be configured to your unique hiring management process and capable of  accommodating your evolving needs as your organization grows or the processes change
  4. Improved reporting capabilities: many organizations are challenged with determining their total spends on vendors, sourcing, and comparing metrics. Coordinating through a single source will allow for accurate centralized reporting
  5. Allows recruiters to quickly search the database for all information, and by specific parameters
  6. Includes a Reporting Center that enables users to run ad-hoc reports and save criteria for future use, as well as run industry standard reports, including cost-per-hire, time-to-fill, source effectiveness, and more
  7. Build Brand Identity and Awareness. A strong brand can generate trust that will drive applicant traffic and enhance your talent pool
  8. Allows recruiters to easily post career information to the company website
  9. EEO/AAP Compliant – Capable of capturing, tracking, and reporting voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP
  10. Capable of pre-screening candidates with elimination questions in order to indicate those who meet basic qualifications for the position
  11. Improved communications with applicants and hiring managers
  12. Establishes an environment that effectively informs, will unify all the users and streamline the organization’s operations
  13. Includes a Communication Center to facilitate communication among recruiters, hiring managers, and candidates. Also allows users to schedule appointments, leave notes and interview feedback, to send mass messages, and auto-respond to applicants upon receipt of resume
  14. Readily available support team, dedicated to managing company and user issues while employing industry best practices
  15. Technical support available at no charge to your company

Finally, if all else fails, give your management a list of your competitors who are using an applicant tracking system—that should get their attention!

Try ApplicantStack for free for 15 days! Click here!

Top 5 Non-Traditional Interview Questions all Hiring Managers Should Ask

Top 5 Non-Traditional Interview Questions all Hiring Managers Should Ask

Ever hired someone only to realize six months later that not only were they mediocre (at best) in their job performance, but the complete opposite of what you expected them to be as workers and team players? Some applicants have almost “mastered” the interview process giving perfect, well-rehearsed answers to job-related questions to land the position, but no indication as to what they’ll really be like after accepting that offer of employment.

Even though some applicants are able to provide these almost perfect, well-rehearsed answers, hiring managers should be working to uncover some possible lacking qualities that are essential to most positions like:

  • interpersonal skills
  • management style
  • honesty and integrity, and
  • the ability to work with others

So how can you learn more about your candidates during interviews?

When interviewing it’s important to have a mixture of traditional and non-traditional questions to give you a better snap-shot of skills, personality, and attitude. Here are the top 5 questions non-traditional questions you should ask during the interview process:

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Question 1: What are the first three things you do when you get to work?

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A candidate’s answer here will paint a better picture as to how organized they are and their work ethic.  While everyone handles their workday differently, you’re looking for an indication that they can complete tasks at hand timely and efficiently. Inadvertently, this is also a good opportunity to learn more about their knowledge and skills related to the job.

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Question 2: If you could have any superpower, what would it be?

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While not job-related, a question like this gives you the opportunity to learn things about a candidate’s personality that might not otherwise be revealed during the interview. A good candidate will take every question you ask seriously and answer to the best of their ability. You want someone that is easy to work with, so candidates who shrug the question off can signal a red flag.

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Question 3: How do you define success?

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Hiring someone is a company investment, so this question will give you a better idea of who you should invest in. Goals and aspirations are important qualities to have in a candidate. Someone who visually lacks interest in their position doesn’t necessarily have goals lined out ahead of them, which could mean they are just looking for a job, not a career (resulting in churn). Look for someone who has an idea of where they want to go with their job. However, keep in mind that there are individuals that love the industry they work in, so while they might not have a clear understanding of where they will be in five years, if they show passion in their answer and interest in learning new aspects of the business, that is a good thing and should be noted as positive.

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Question 4: How would you describe your personality?

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Fan of the “strengths and weaknesses” question? This is another less obvious way to get a candidate to talk about their abilities while learning more about their personalities. Perhaps they say they are really outgoing, but get discouraged easily. This answer could tell you that they are confident, but need more recognition. The more you know about their personality, the better you’ll be able to determine their fit within the team.

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Question 5: What kinds of people bother you?

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Working well with others and part of a team is important in every organization. This question will give insight into just how well the applicant will fit into the team. While it’s perfectly OK to be honest and divulge some pet peeves, applicants who mention multiple traits that bother them, and those who say nothing (or nobody) bothers them – are both red flags and should be noted.

Don’t be afraid to get creative with your questions. The goal isn’t to stump your applicants, but to get a better sense of who they are and the true fit they’d be for the position, and the company.

 

 

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About ApplicantStack:

ApplicantStack is a leader in applicant tracking and employee onboarding systems. Using our 30+ years combined experience in human resources, we’ve developed an efficient hiring software system that enables recruiters and managers to attract top talent with ease, and manage all their applicant information in one place.

 

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ApplicantStack is a complete applicant tracking & onboarding system for HR professionals. Post jobs online, recruit via social media, communicate with applicants quicker and much more!

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