Using asynchronous video interviews to improve startup recruitment – ​​MovieUpdates

Making the Recruiting Making the process more efficient so you can filter the best candidates at the top of the funnel is one of the biggest challenges hiring managers face.

Traditional interviews no longer help, but asynchronous video interviews (AVI) are an alternative that some companies use to shortlist candidates while saving costs and time.

Instead of a real-time conversation, applicants watch or listen in front of a webcam to a video with a series of interview questions and are given a set amount of time to review and respond. After that, their answers are reviewed by an AI, a hiring manager, or a combination of both.

Here’s how startups and small businesses are using AVIs to make the most of the hiring process and shortlist the best candidates.

Optimize for a good application experience and employer brand

“Don’t judge a book by its cover” is an admirable principle, but first impressions determine how an interview will go. Even before applying for a job, 75% of job seekers first evaluate the employer brand, according to LinkedIn. Companies can use WIPs to take ownership of the story and present themselves in the best light.

The most common reasons candidates pose as potential employers include assault, pushy questions, and their perceived lack of organization.

To start, 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 start whether the candidate will fit into your work environment.

If you’re a startup, building credibility in the talent market is critical. Talk about your vision and the impact you’ve had so far, using examples and case studies where possible. Use the application process to stand out as an employer.

Clarity is crucial

Creating a recruitment strategy is a long and complicated process. Every detail should be scrutinized before running it, especially when using new tools. Before reaching out to candidates, make sure your recruiting process is well structured and clear by rdisbanding interview formats by your recruiting team, collecting their feedback, and making changes.

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