Q & A from The Webinar on Video Enabled Talent Acquisition Held Jan 12, 2010

During the webinar we sponsored along-side Aberdeen Group on Tuesday a number of excellent questions were asked by the audience. We were only able to respond to a handful during the webinar so we wanted to make sure to post the questions – all of them – as asked along with our responses. For those of you who didn’t get the chance to join us for the webinar, you can view the archived recording and download the accompanying whitepaper on our website. Download the Aberdeen “Value of Video Enabled Talent Acquisition” whitepaper and webinar video.

Video Enabled Talent Acquisition Webinar Q&A

Q: Is video introducing any bias in the process of hiring?
A: This is a question that was asked to Carol Miaskoff, Associate Legal Counsel at the office the EEOC at the ERE conference last fall and her response was that as long as employers carefully define their hiring practices and ensure that they follow them,  (which they should be doing regardless of whether using video or not) there is little risk of introducing bias to the hiring process. For example, a company who provides every single candidate that undergoes a video interview with the same level of technical support, preparation coaching on things like lighting, sound and other video related elements, the same question set and time to answer questions, there is little room for any bias that might not also be present through a face-to-face interview. Click here for more on the EEOC’s opinion on video interviewing.

Q: What objections have you heard from companies?
A: Some companies decide that they are not ready to implement the technology because it is so new.  These tend to be the same talent functions that are not using other Web 2.0 services like LinkedIn, Twitter, etc.  Other organizations feel that they won’t be able to sell the concept internally, but we find once they pilot it with an innovative internal client they see adoption.

Q: Are there reservations about blocking individuals from having an opportunity to interview face-to-face?
A: We do not recommend replacing live interviews with video interviews but rather using video to narrow your slate of candidates so that you are investing your time and money into your true finalist. Think of video interviewing as a screening funnel. Most of our customers use the virtual 1-way interview at the front end of the screening process to narrow down a larger group of candidates then they may use the live 2-way interview later in the process to validate a smaller group of candidates from whom they might pick a couple of finalists to fly in for a face-to-face interview. That way you’re not spending time and money and they’re not spending their time unnecessarily.

Q: Have you talked to candidates and how do they perceive interviewing using Video Technologies?
A: We provide 24/7 candidate support as part of our offering and so we hear from many candidates and their feedback is almost universally positive. Some of the most prevalent feedback we get is about how easy it is and how thankful they were that they didn’t have to take time off, lie to their boss or interview over a holiday due to travel. We also hear how happy candidates are that they can interview once instead of having to repeat themselves as much as 8 or 10 times in one day’s worth of interviews. Learn more about why job candidates like HireVue Video Interviews.

Q: How many individuals are on this webinar?
A: Over 180 Talent Acquisition professionals from all over the world attended and hundreds more have accessed the video interview webinar recording here.

Q: I used video interviewing for one position and the feedback I have received is that the candidate did not like the process as it took out the personal touch or two-way interview.
A: Video Interviewing is not meant to replace face-to-face interaction but rather to augment it. It’s a screening funnel. Most of our customers use the virtual 1-way interview at the front end of the screening process to narrow down a larger group of candidates then they may use the live 2-way interview later in the process to validate a smaller group of candidates from whom they might pick a couple of finalists to fly in for a face-to-face interview. That way you’re not spending time and money and they’re not spending their time unnecessarily.

Q: What are the legal implications of using video in the hiring and screening process?
A: We can’t answer for all video interviewing providers, but here at HireVue, our pre-recorded product provides a completely standardized interview that insures the same questions are asked to all qualified applicants in exactly the same manner as required by the EEOC. This approach also insures that a trained interviewer will have the opportunity to review each candidate and the responses of each hiring manager to insure a consistent assessment. You can go to our online video interview and recruiting resources page to find links to information posted at the EEOC regarding the use of video.

Q: Do ALL Best in Class companies use video?
A: This study was conducted specifically around video as it enables more efficient talent acquisition practices. So for the results presented in the webinar and discussed in the whitepaper, yes, Best In Class refers to organizations who used video in their recruiting as opposed to the ones who did not.

Q: How does this solution work in multiple languages?  Is there a built in translation tool?
A: Questions answered by candidates via video can be input into HireVue in any Roman-character based language and candidate interface screens are currently supported in six languages (English, French, Spanish, Portuguese, German and Italian) and can be easily localized in any other Roman-character based language at the customer’s request.

Q: How can you be inclusive of those candidates in technology backward or limited locations like the Philippines or South Africa where feeds are not up to video standards?
A: This is one of the most exciting things about HireVue. We have facilitated interviews in over 100 countries including South Africa and the Philippines. Our technology has been designed to work well even over very low bandwidth connections for this very reason. In situations where candidates do not have access to the Internet from their homes, our customers will often set up an on-site kiosk in high volume areas for candidates to use and other public options like libraries and Internet café’s will work well, even with the high level of security inherent in the HireVue system.

Q: What ATS systems is HireVue integrated with?
A: HireVue is fully integrated with Taleo Enterprise and we will announce integration with Taleo Business Edition shortly. We are also working with a number of other providers  interested in integrating video interviewing with their systems so look for additional integration announcements soon.

Q: So much of interviewing is using probing questions as follow up.  How do you address that?
A: Many employers use our virtual 1-way interviews to ask knockout questions or they break the probing questions into a sequence of questions in the one-way interview to insure more thoughtful responses by the candidates. They then use our live 2-way interview to meet with the candidate face-to-face to conduct an interactive discussion. Face-to-face interviews can still be scheduled – in fact, we recommend them – but by using HireVue you ensure those interviews only occur at the right time, with the right candidates and at a far lower cost than the traditional interview model.

Q: How do you sell this to senior leaders who are used to and require face-face meetings with candidates for executive positions?
A: Many executives quickly become proponents of the process.  If used as a screening tool it saves them time and wasted meetings.  They can view a set of pre-screened finalists at a time convenient to them and insure that the right candidate will qualify for the face-to-face interview.

Q: Who are your competitors and how do you differentiate?
A: There are a number of video interviewing providers out there – LiveHire, InterviewStudio and GreenJobInterview.com to name a few. Surprisingly video interviewing offerings actually vary widely so it’s important to consider the difference between simple video interviewing and, as Aberdeen put it, Video Enabled Talent Acquisition. We discussed some of this during the webinar but if you would like a list of 10 things that differentiate a Video Enabled Talent Acquisition Provider like HireVue from the rest, please e-mail sales@hirevue.com to request a copy. You can find additional details in Aberdeen’s whitepaper available for complimentary download from HireVue here.

Q: Will the slides be made available?
A: A recording of the entire webinar is available on the HireVue website here.

Q: What happens if a candidate’s Internet crashes part way through the interview?
A: When they log back into the system for a one-way interview they will start after their last completed question. For a live interview they can log back into the session as long as there is still a participant logged in.

Q: Is your solution compatible with any standard Talent Acquisition technology (i.e. Duet, SAP eRec)?
A: As mentioned earlier, HireVue is integrated with Taleo Enterprise and Taleo Business Edition. We are working on a number of other integrations with the top tier ATS vendors in the market. Additionally, we have built an open API that allows us to easily create ad-hoc integrations with other HRMS technologies and vice versa.

Q: what is the average length of time of each interview?
A: Virtual 1-way interviews typically take about 30 minutes and live 2-way interviews usually take no more than 1 hour.

Q: What is the average size of each file of the video interview? Are there any special system requirements?
A: We store and stream the video files in our proprietary system so there are no storage requirements and file size is irrelevant since it is accessed over the Internet. The only system requirements are a computer with a browser and Internet connection and a webcam. HireVue provides webcams as part of our service.

Q: How much does this cost?
A: At HireVue Pricing is based by the interview.  You purchase Interview credits in packages.  The more you purchase upfront, the lower the cost per interview. Pricing starts at $225 for international or $175 for domestic per interview credit and scales down based on volume.  HireVue clients typically save 5x what they spend with HireVue annually doing US only interviews.  If they are doing interviews outside of the US, their cost savings can be as much as 10x what they spend with HireVue.  Their Return is almost immediate once they start using HireVue. There is no time limit per interview.

Q: One concern is how to propose implementing video/HireVue to recruiting firms who have to fill top upper management positions for which they believe there is no substitute for the process of performing an initial phone screen then a face-to-face interview. How would you handle this?
A: Recruiting firms typically utilize a video conferencing solution when client companies request that they “meet” the candidate. For searches where that is appropriate, HireVue is a lower cost alternative with the added benefit of recording and reuse. HireVue has been used for recruiting C-suite candidates in the corporate setting.

Q: As a contract recruiting firm, we’re curious about the mechanics of bringing in client middle managers into the process and making it appealing to them.
A: HireVue has been used in the contract recruiting process and typically the recruiting firm builds the one-way interview based on the client’s requirements.  The completed candidate interviews can then be shared with the client middle managers from the recruiting firm for review and selection of final round candidates.  Live interviews can be conducted and shared in the same way.

Q: How does this work for non-management level positions?
A: HireVue is a great solution for high volume front line roles such as retail, call centers, etc. Our on-site subscription service provides a low cost alternative for sourcing local candidates at a set location within a facility. Companies typically have candidates take a one-way interview that allows them to process a high volume of candidates to determine the most qualified people to bring in for face-to-face final interviews.

Q: Logistics…what is the best way to manage the logistics of the process including getting a candidate a web cam?
A: With HireVue all of the logistical elements are taken care of. All you need to do is set up the interview questions and invite the candidate to perform the interview and we’ll take care of the rest, including the delivery of webcams, training and 24/7 customer and candidate support. Learn more about how video job interviewing works.

Q: At what step was video used in these TA processes (for the African Development Bank case study)…. as a first, 2nd, final interview etc.?
A: As a first and sometimes second screening interview. Final interviews were still held in person.

Q: What time frame was used to measure retention for this best-in-class research?
A: One 12-month period of time from the date of hire.

Q: What if the candidate doesn’t have a webcam?
A: We can’t speak for other video interviewing providers, but we ship a Client Branded Interview Package (via FedEx) to candidates.  The materials are completely customized by our clients and include information about the HireVue Process, Tips for Success On the Interview, Company Information/Brochures (ex: Annual Report), Job Related Information (Job Description) and a Logitech Webcam (which can be branded with your logo).  This presents a unique opportunity to push YOUR employment brand as well as information to the candidate in case you want to educate them along the recruiting process.  The candidate gets to keep the webcam afterward since the HireVue Service is all-inclusive.  Even if the candidate does have his or her own webcam, the quality varies drastically.  So, almost all of our clients elect to have HireVue ship the Client Branded Interview Package out to the candidates to ensure consistency and extend their employment brand.

Q: What are some sample applications where customers are using Video Talent Acquisition Today?
A: There are a number of sample applications that include:

• Geographically dispersed Recruiting: Either candidates are in different countries or the hiring team is spread across different geographies.
• Internal Hiring: Candidate in a large organization is applying for a job but is in a different office than the hiring manager (or hiring team).
• Campus Recruiting: Budgets have been slashed in campus recruiting and companies are using Video as a way to still reach all the schools on their Target Recruiting List.
• Bi-Lingual Positions: Great chance for those companies who need to hire bi-lingual candidates to see them in action giving answers to the same question in different languages.
• Retail/High Volume: Set up an interview room or kiosk in locations where you have a lot of foot traffic.