How video interviewing has eliminated phone screens and increased efficiency

Client

Nestlé is the world’s largest food and beverage company. In 1867, Henri Nestlé, a trained pharmacist, launched one of the world’s first prepared infant cereals ‘Farine lactée’ in Vevey, Switzerland. Still headquartered in the Swiss town of Vevey, Nestlé employs around 308,000 people and has factories or operations in almost every country in the world. In 2019, Nestlé’s reported sales increased by 1.2% to CHF 92.6 billion ($103 billion USD).

Problem

Nestlé initially introduced automated video interviewing in 2012. The organization based the decision on the volume of applications and the difficulties in reviewing telephone interviews when members of the hiring team were in different locations or were traveling a lot with their work. Including Technical Questions within the video interviews enabled Nestlé to screen qualified and like-minded individuals before progressing them to Face-to-Face (F2F) Interviews.

“The interviews can be reviewed by members of the hiring team who are not in the same location. That level of involvement isn’t possible with phone interviews. The ROI is very good. As an example, one of our operational teams aim to make a hiring a minimum of 2-3 from seven candidates we invite to an Assessment Centre.” –   Jonathan Fearn, Talent Acquisition Partner, Nestlé.

Results

Less Risk of Missing Good Candidates

Fearn maintains that knowing they have automated video interviewing is a comfort for the Audit team. This is due to the specific necessities in a profile required for such a demanding role. It offers a definite improvement when dealing with a large number of applicants because it enables the team to assess more candidates than other screening methods.

“If we invited ten candidates for a phone interview based on CV review only, there would be a high probability of missing some relevant profiles, but with Modern Hire (now part of HireVue) we can put as many applicants through, that’s where you make up your time, you’re putting through the right ones – you’re always hiring from Modern Hire (now part of HireVue).” 

Applications Brought to Life

Seeing the person behind the application is essential for Jonathan Fearn, who maintains that the video interview “kind of leaves a lasting impression. When we meet the candidates in person, you can instantly remember how they were in Modern Hire (now part of HireVue). When we see how they engage with teams on interview day, it confirms our decision to invite them.” 

“I really like it when I can hear someone sounding enthusiastic. I really enjoy meeting the person in person after I see the Video Interview. I really enjoy converting them.”        

Technical Assessments Made Easier

Nestlé also found automated video interviewing to be a very effective means of assessing critical skills early in the recruitment process. Nestlé has committed to making its packaging 100% recyclable/biodegradable by 2025, and to meet that commitment, Nestlé requires a new and very skilled cohort of staff.

“We use Modern Hire (now part of HireVue) to ask really technical questions which allow us to very quickly qualify that experience. It cuts out our talent team having 30-minute phone interviews in which they couldn’t accurately assess technical knowledge. Now, we can say they have this or that background, we can qualify that experience very quickly.” – Jonathan Fearn

Multiple Benefits for HR 

Fearn is adamant that almost every user from the HR or recruitment function has said how Modern Hire (now part of HireVue) gives them back to diaries to do their actual jobs.

Furthermore, automated video interviews can help communication between the HR/Recruitment team and the hiring managers. Nestlé has found Modern Hire (now part of HireVue) useful to create talent pools for the future, similar to holding an application on file. They can return to video interviews at a future date.

“Modern Hire (now part of HireVue) opens up the dialogue and allows better communication between the Talent Acquisition Partners and the hiring team. We might have differing opinions about a given candidate. While a candidate may not have answered a technical question well enough for the hiring manager’s liking, I can suggest other things we might consider, and it opens up some beneficial discussions. However, this still can be the same without Modern Hire (now part of HireVue).” 

“If we’ve had difficulty with a position where we haven’t used Modern Hire (now part of HireVue), then we’d be very quick to convince the Hiring Team to use Modern Hire (now part of HireVue) because we haven’t been able to find the right type of profiles, so is a good way to identify them quickly.” – Jonathan Fearn

Feedback from Candidates

The following is derived from over 210 respondents who volunteered to complete a survey made available to all Nestlé candidates.

• 92% satisfaction with the Candidate Experience
• 98% found the software easy to use
• 93% would complete a video interview again
• 91% completed the video interview at home
• 27% had completed a video interview in the past
• 87% felt sufficiently informed about what was required before starting their video interview
• 95% felt it is fairer to have more than one person assess video interviews
• 18% completed the video interview in their native language

“A video interview is better than a telephone interview.”

“Overall good experience, intuitive, and good explanations of the software.”

“This software was better than some other ones I have done in terms of functionality and user experience.”

“It’s a nice way to let candidates present themselves.”

“The HR representative video at the beginning gave me a feeling of engagement and that I am not talking to a machine, there is a human factor involved.”

“Considering immediate bias in the interview process, it seems that the company looks to reduce that bias.”

“This experience and the use of this software by the hiring company show that they are also innovative in their recruiting strategy.”