by Ben Hess, Managing Director, ThirdPool Recruiting
Last year, we had the opportunity to manage a large recruiting project for a client on the West Coast.
The client’s offices were in Southern California and our recruiting team was in Seattle.
Because we operated remotely, video interviews were the only option available for connecting “face-to-face” with recruiting prospects.
During the engagement, our goal was to fill four interview slots each weekday.
We typically reached 75% of our goal and conducted about 70 interviews per month.
With lots of repetition, the best practices emerged.
The first and most important advantage of using video interviews was a higher interview rate (calculated as: total # of completed interviews/total # of recruiting prospects).
If your team is struggling with a low interview rate (anything below 15%), adding video interviews to your recruiting process will most certainly improve this metric.
More interviews usually lead to more and better hires.
Why better? As the post-interview pool increases, you have more choices and better information which allows you to be selective.
