May 26, 2022

to admit Making the process more efficient so you can filter out the best candidates at the top of the funnel is one of the biggest challenges for hiring managers.

Traditional interviews no longer help, but Asynchronous Video Interview (AVI) is an option some companies are using to list candidates to save money and time.

Instead of a real-time conversation, job seekers watch or listen to a video of a series of webcam interview questions and are given a set amount of time to watch and respond. After that, their responses are reviewed by the AI, the hiring manager, or a combination of the two.

Here’s how startups and small businesses use AVI to get the most out of their recruiting process and select the best candidates.

Optimized for app experience and employer brand

“Don’t judge a book by its cover” is a laudable principle, but the first impression determines how the interview goes. According to LinkedIn, 75% of job seekers evaluate an employer brand first before applying for a job. Companies can use WIP to take ownership of the story and present themselves in the best possible light.

The most common reasons candidates are positioned as potential employers include being attacked, intrusive questions, and appearing disorganized.

To begin with, present your company as transparently and authentically as possible. Share your organizational culture and company philosophy with potential candidates. You need to know from the very beginning whether the candidate is suitable for your work environment.

If you are a startup, it is important to gain credibility in the talent market. If possible, share your vision and the impact you have had so far, using examples and case studies. Use the application process to stand out as an employer.

clarity is important

Creating a recruiting strategy is a long and complex process. Every detail must be checked before starting, especially when using new equipment. Before approaching candidates, make sure your recruitment process is well structured and efficient. clear fromBreak down interview formats, collect their feedback, and make changes with your recruiting team.

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