With video applications, candidates can conveniently continue their preferred style of communication in a professional setting. Rather than being limited by the format and fonts available in a Word document, they can more easily showcase their creativity, personality, and communication skills.
For many highly specialised roles, a traditional written application remains the most relevant approach. However, by incorporating video applications into more customer-facing and service-oriented positions, companies can not only refresh and modernise their employer brand but also position themselves at the forefront of attracting future talent. And the benefits do not stop there.
Benefits of Video Applications
From a business perspective, recruitment processes are typically measured against three key KPIs: time-to-fill, cost-per-hire, and quality-of-hire.
TIME-TO-FILL
Video applications can significantly reduce the time spent by recruiters and hiring managers, particularly when recruiting for multiple similar positions or when a large number of applications are expected. By reviewing video applications, recruitment teams can gain a quicker impression of candidates, often eliminating the need for an initial screening interview. Instead of conducting first-round interviews with six or seven shortlisted candidates, organisations can move directly to in-depth interviews with the two or three strongest candidates. Simply put, fewer candidates need to be invited into the interview process.
COSTE-PER-HIRE
Video applications can reduce recruitment costs, particularly in remote recruitment scenarios where candidates are sourced across large geographical regions. Video screening allows organisations to focus resources on the most qualified candidates while reducing time spent on initial screening interviews or candidates who ultimately do not attend scheduled interviews. Fewer interviews also mean less time spent by both HR and hiring managers throughout the recruitment process.
QUALITY-OF-HIRE
Finding the right candidate the first time is important for both the employee and the organisation. Video applications provide a broader and more authentic picture of a candidate than written applications alone. Recruitment teams can more easily compare candidates and quickly assess whether they possess the qualifications and personal qualities required for the role. Furthermore, most jobs today require employees to communicate and present information both in person and virtually through platforms such as Microsoft Teams, Zoom, and similar tools. These communication skills are often far easier to evaluate through video than through written text.
The goal of every recruitment process is to find the right candidate for the role, and the relevance of video applications will naturally depend on the type of position being filled. If you are looking for a more agile and engaging way to interact with candidates, SOA People offers a SuccessFactors solution with integrated video screening functionality, allowing you to enable video applications only for the positions where they add value.
At SOA People, we advise many organisations on modern recruitment processes and digital recruitment solutions. We can help you too. Remember, the recruitment process is often the very first interaction a candidate has with your company. Providing a positive candidate experience from the very beginning is essential in the competition for the best talent.
Video screening for SuccessFactors allows you to incorporate video applications into your recruitment process.
The video screening tool exchanges information with SAP SuccessFactors Recruiting, making it easy to integrate the review and evaluation of candidate videos into the recruitment process.
By utilising events in SAP SuccessFactors, the tool automatically sends emails to applicants with a link to create a video application. In the video screening tool, applicants are typically asked to submit a short video of themselves answering pre-determined questions or performing specific tasks relevant to the role. These may be questions presented as text or via pre-recorded videos from the hiring team.
Once the video has been submitted by the applicants, a link will automatically be available in the candidate profile in SAP SuccessFactors, ready for the recruitment team to assess the applicant’s communication skills, personality and ability to perform specific tasks.
With our video screening tool, it’s easy to set up fully automated recruitment workflows, from selecting a video template to reviewing candidates via video. At SOA People, we are proud to be able to help support our clients’ ambitions to reduce the time taken in the recruitment process and make effective hires by gaining insights into a candidate’s personality and communication style beyond what is available through traditional recruitment methods.
The solution offers:
- An easy-to-use tool for creating video screening templates with pre-defined questions/tasks set by the recruitment team in pre-recorded videos.
- Quick and easy mapping between the recruitment requisition and the video screening templates based on data from SAP SuccessFactors.
- Link templates to recruitment requests and video screening via SAP SuccessFactors events, and automate the recruitment process.
- Video recording is supported on browsers and tablets/mobile devices.
- Uses authorisations for video applications so that only the recruitment team can access the video content.
Contact SOA People to learn more about how we can support your recruitment journey.
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