Employer brand blowback and the hiring impact of inefficient and inconvenient interview and assessment practices
Key drivers of the market's increased adoption of purpose-built video interviewing tools
The role purpose-built video interviewing plays in supporting these drivers consistently – and at scale
Today’s recruiting teams are compelled to reconsider traditional methods of evaluating candidates. Eighty percent of talent acquisition leaders agree that a positive candidate experience is crucial to attracting the best talent, but operationalizing and applying best practices across the organization continues to be a critical challenge. One approach is the use of video interviewing, which has rapidly gained traction as a preferred practice because of its convenience, low cost, and ability to more easily interact with candidates.
As the use of candidate assessments evolves, more organizations are recognizing the value and impact of effective video interviewing. Additionally, they support important drivers of highly effective talent acquisition methods like improved candidate experience, employer branding, increased collaboration, and data-driven hiring decisions.
Any urgent upswing in hiring--tens, hundreds or thousands of new employees--presents a unique challenge for talent acquisition professionals. How do you effectively plan and execute to meet these urgent hiring peaks?
Is your hiring process fair? What do non-hired candidates think about your hiring process? In this podcast, David Szary discusses the importance of perceived fairness, how negative candidate experiences can affect your future hiring efforts, ...
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?