Much has changed in talent acquisition over the last decade. Global competition for talent has spiked — as has the cost of a bad hire — and hiring organizations of all sizes have been compelled to reconsider traditional methods of evaluating candidates. From initial screening calls to in-person interviews, standard procedures for gauging the viability of a candidate are largely inefficient and widely inconsistent.
Demand for a better way of doing things has steadily increased, and video interviewing has rapidly gained traction as a preferred practice. But as many are learning, not all video interviewing is created equal.
Though there is no shortage of tools available online that can support video interactions, a growing number of organizations are recognizing the value and impact of solutions that have been built specifically for video interviewing
Are you ready to implement video interviewing in your own organization, but you need buy-in from your colleagues? Use the value points outlined by Montage to build your business case. You can demonstrate that video interviewing technology ...Read more
To meet the demands of the changing labor market and growing needs for employer and candidate flexibility, Montage delivers both halves of the equation: superior technology and the maturity to bring it to fruition for your organization. ...Read more
The primary focus of talent acquisition is, necessarily, on high quality hiring with speed and efficiency. The eyes are on the prize: the talented, shiny new hire. But what about the thousands of candidates that enter the hiring process only to never get hired? What are they thinking and feeling as they exit the process without the desired outcome? And why should you be concerned about it?