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© 2012 by Spark Hire, Inc.
This is your personal copy of The Ultimate Guide to Video Interviewing. Please do not distribute, lend, or copy this material. If you would like to share this eBook with a friend or colleague, please direct them to the following URL so they can register for their personal copy: http://resources.sparkhire.com/free-video-interviewing-ebook

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Table of Contents
Introduction Chapter 1: Video Versus Traditional Interviewing The Phone Screen The In-Person Interview Green Recruiting Chapter 2: Saving Time and Money Video Interviewing Equals HR Savings Video Interviewing: The Wave of the Future! Embracing Visuals Chapter 3: Video Interviewing Options What is a Video Interview? One Way Video Interviews Live Video Interviews How to Conduct a Successful Online Interview Chapter 4: Branding How A Great Company Brand Attracts and Keeps Great Talent How to Interview Candidates For Fit Chapter 5: The Discrimination Question What is Discrimination? What is the EEOC? What Does the EEOC Protect? Page 4 Page 5 6 8 9 Page 12 12 16 18 Page 20 20 21 25 26 Page 30 30 35 Page 40 41 42 43

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What is Discrimination in the Hiring Process? The EEOC and Online Video Technology Video Compliance and the EEOC Video Compliance and the EEOC: Part 2 Videos Don’t Discriminate: People Do! Tips for Staying Compliant on the Human Side Conclusion

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Introduction
Your company’s open position has been getting a lot of good applications. You’ve finally narrowed them down to just the most qualified candidates and now it’s time to start interviewing. The problem? One of your candidates lives across the country, so now you need to look up airfare. Another candidate’s packed schedule at their current workplace makes it nearly impossible to find time for an interview. And on your first preliminary screen, you spent a half hour on the phone with a candidate you knew was wrong for the position within 90 seconds. Sound familiar? The traditional recruiting process is full of pitfalls and time wasters, especially when it comes to scheduling and performing interviews. With the help of online video interviewing, the recruitment process can be easier, faster, and cheaper than ever before. But just what is video interviewing and why does it matter? How does video interviewing cut down the recruiting process? What about discrimination? These are all important questions we will cover as we discuss the benefits of video interviewing. Like any hiring tool, to get the most out of online video interviewing you must first understand what it is and how it can benefit your company’s hiring.

All this time and you haven’t even gotten to the interview stage yet! No wonder the average position takes about 45 days to fill. you’ll still have quite a stack of paper to skim through. Recruiters and hiring managers are realizing the power of online video in cutting out the fat in the traditional hiring process. new concepts like infographics and video resumes gaining popularity. The current process to take a candidate from impressive resume to star employee is a long road to travel. Despite creative. Perhaps this is why the use of online video in the hiring process jumped a staggering 320 percent from 2010 to 2011 according to a study from the Aberdeen Group. the sheer number of resumes recruiters and hiring managers need to review is staggering. Even spending only six seconds per resume. It’s shocking it doesn’t take longer! . Even if you can dismiss these under or overqualified candidates quickly. First there’s the weeding out period. This is no negligible jump. you still have more total resumes to review.Page 5 Chapter 1: Video Versus Traditional Interviewing The traditional hiring process is filled with inefficiencies. The economy has made every open position look tempting to a wide variety of job seekers.

Video interviewing can help you build a better bridge between your qualified candidates and your company superstar. It’s basically a weeding out process allowing you to speak with candidates to see if they would be a good fit for the company. it’s not less than two minutes. this step often lasts far too long. We’ll take a gander at how the traditional hiring process gets things done (spoiler alert: it’s slow!) and how video can help you streamline the process. Unfortunately. Most recruiters know in the first 90 seconds whether or not a candidate is right for the job. The average phone interview actually . Let’s first look at the two main components of the interviewing process: the phone screen and the in-person interview. You need to briefly evaluate the personality. poise. and professionalism of these candidates. So how long is the average phone interview? Well.Page 6 Once you have a pile of qualified candidates you need to narrow down your selection to only the best. Their qualifications have gotten them in the door. Now you’re judging whether they would fit into the company culture at large. This is where video interviewing can really make a difference. The Phone Screen The phone screen is usually the step between finding a great candidate on paper and moving them along in the interview process.

. One way video interviews are a great way to get a clearer view of a candidate’s personality without spending a half hour listening to their voice. This allows recruiters to assess important nonverbal communication skills. you don’t need to spend 30 minutes chatting with a candidate you immediately know is wrong for the position. Watch the answers to a few questions and know the candidate is 100 percent wrong for the position? Stop watching and move on. Perhaps best of all. Considering 55 percent of all communication is nonverbal. this is a huge deal in the hiring process. which they then answer on video. However.Page 7 stands at a time-sucking 30 minutes. Video can help cut down on this time-consuming process. you’ll be spending another 28 minutes with them just playing nice. This is a waste of everyone’s time. these one way interviews can be watched whenever you have the time. If you’ve already figured out the candidate on the other end of the phone is wrong for your company or the position. Employers or recruiters can pose written questions to candidates. You need more insight into a candidate’s personality than a paper resume affords. You’ve just saved yourself valuable time.

The process of coordinating both of these schedules can be a real headache. just like you. These candidates have packed schedules. First. With the war for top talent raging on. it’s not a good idea to ignore these gifted out-of-towners. you’ve just traveled for your interview! Live video interviewing allows you to save money you would have spent flying out top candidates for in-person interviews. Hopefully you’ve narrowed the pool down pretty far. Now it’s time to see these candidates in person. Take a few steps over to your computer and turn on your webcam.Page 8 The In-Person Interview Your phone screens are all finished and you’ve narrowed it down to only the most qualified candidates. Hopefully all of your candidates are local too. . In fact. There might be plenty of great candidates outside your geographic backyard though. Live video interviewing is flexible and cost-efficient. But travel expenses are high and could really set you back. because in-person interviews can often be hard to schedule. online video can save as much as 67 percent of the travel costs associated with interviewing. This is especially true of passive candidates who already have jobs. let’s consider travel. There.

No more juggling packed schedules or getting a call from a late candidate because they’re stuck in gridlock. Video interviewing won’t replace in-person interviews. The whole idea of going green for a business is about sustainability. one big initiative you can take advantage of is utilizing online video for acquiring new talent. Green Recruiting It’s important to remember that businesses play a big part in the environmental equation. Next. you can get the same important insights into a candidate’s personality and communication skills without all the hassle. Even scheduling interviews with passive candidates becomes pain-free using live online interviewing. but also making a positive impact on the environment. Instead. As a hiring manager. Most importantly. Video recruiting keeps you green by efficiently streamlining the hiring process. It is the concept of doing more with less and not only applying it to your financial strategy to save money. you can eliminate those time-consuming phone screens with one way video interviews. You can post jobs and receive applications that let you quickly screen the candidates through their video profiles. Online video makes scheduling interviews with candidates easier than ever. they will just help you make smarter decisions about which candidates to bring into the office for these time-consuming one-on-ones. Prospective employees can review your company online via a branded company profile to get a better view of your organization.Page 9 Then there’s the scheduling hurdle. Video interviews are helping to save time earlier in the hiring process so you can really focus on getting to know your top candidates. .

and 2. This narrows down your top picks without the paper shuffle that traditionally occurs in the hiring process. . There’s the cost of advertising and promoting the position. Plus. Multiple members of your company can access these interviews to share notes and screen candidates. You’ve still got to look at how the concept of doing more with less as it applies to your finances. Not only do you minimize your travel expenses. it’s not like you can hire in a bubble. but you reduce your carbon footprint a bit too. The live online interview also keeps your company green and saves money by cutting out transportation for interviewees.) the costs associated with the unfilled position itself. The candidates who make it to the final round will most likely need to be discussed with a group of managers and co-workers. there are 1. How much does it cost to recruit and hire a new employee? There are a lot of variables that go into what a business pays but generally speaking. the cost of your time spent reviewing resumes and scheduling interviews.Page 10 This gives you a clear idea of their communication skills and creativity. There are many more costs to consider as well. and then the actual interviewing process.) the costs associated with the acquisition of a new hire which can be measured to a more accurate degree.

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Page 12 Chapter 2: Saving Time and Money Now that we’ve discussed the ways online video interviewing can enhance the traditional hiring process. which means wasted money. you no longer have to worry about getting a panel together to interview candidates. Your employee’s wasted time is also wasted productivity for your company. Utilizing video. but it saves time in finding the right employees. how can using video equal savings for your company? You can screen candidates faster saving time and money. they’re also connected. which has always been a challenge. it’s time to focus on two things every business cares about: time and money. So let’s dive into some of the ways in which video interviewing can help you keep more cash in the bank: Video Interviewing Equals HR Savings It is becoming increasingly more cost effective for companies to conduct video interviews with their candidates. So. Not only does it save money. Time is money. With some video interviewing services. Not only are these two things important. you can record the interview to review later or share it with colleagues who will help with the decision making .

have a face-to-face with your candidate before filing any extra hiring expenses. can your company really afford to turn down top prospects just because of geography? . But with the tough economy and the war for talent. Another advantage to this is that you don’t have to find a time when you are both available for the interview. and meals. Looking at actual costs. It saves your company money and the candidate’s time when it comes to travel. Instead. Not only will video interviewing save you time. but you will most likely save on losses from productivity on the part of the employee conducting the interviews. It has been estimated that one phone screen takes as long as 10 video screens.Page 13 process. A lot of companies will immediately disqualify a candidate based entirely on area code. You can also keep the videos on file to review them again for future positions. This can really add up after factoring expenses such as flight. hotel. you can have the questions ready and the candidate can go through and answer each one on their own time. Looking at the cost of out-of-town candidates makes a lot of companies balk at even including them in the hiring process. Typically a company will pay for a candidate to come out for an interview. Instead. many companies pay travel expenses for a candidate only to find out they don’t want to hire them.

Use it to access a larger range of candidates. As mentioned. travel can wreak havoc with your schedule. you now have to push back or reschedule the interview. It’s that simple. With video interviews. no rush hour traffic to fight. everyone knows travel is a pain. if your scheduled interview candidate got stuck in a giant traffic jam. you can look at candidates that are eager to move to the area. For instance. This is more time wasted and more money thrown away.Page 14 Besides. No tray to put in the upright position. Not limiting your search geographically will generate more candidates who have the skills and abilities that you are looking for in each position. . sometimes the perfect candidate doesn’t live around the block. Even for candidates who aren’t far-flung. With online video interviewing you only have to walk over to your computer and turn on your webcam.

This means money in the bank for your company. The correlation between this is that in the video interview process you can make smarter decisions on candidates by evaluating personality and communication skills–an evaluation usually reserved for the one-time in-person interview. it is just as easy as in person to pick up on a person’s body language and to assess other attributes that are important to you as the interviewer. It will save you time and money by taking away the guess work. you will not have to fill each position as often. Plus. Studies have shown that using video in the recruiting process leads to higher employee retention and higher achievement of yearly goals. You will have the ability to evaluate the candidate on a higher level than in phone interviews. with employees staying in their jobs longer.Page 15 It will cut down on turnover which will save money in the long run. Plus. . And we all know how much it costs to rehire a position. A study by the Aberdeen Group on 506 organizations revealed that when candidates were chosen through video interviews. With video interviewing. 82 percent of those employees delivered 12-month milestones on time. Another great outcome of employees who were screened through video interviewing was that 54 percent achieved goals on time as opposed to 43 percent hired the traditional way. especially if you have to do it frequently. there was a 95 percent employee retention rate.

Also. You can also keep the candidates video interview on file for future positions. Online interviewing is the future of the hiring process. This saves the time it would take for them to schedule and conduct their own interviews. Let’s look at some reasons why your future selves will be thanking you for jumping onto the virtual interview bandwagon! . That’s a lot of video being consumed! It’s hard not to see online video as the wave of the future for both job seekers and employers. this scenario might seem a little far-fetched. For instance over four billion videos are viewed per day just on YouTube alone. you can utilize pre-recorded video interview services to have preset questions for candidates to answer on their own time. Many video interviewing services offer the ability to store interviews for the future enabling you to share it with your colleagues who will be making decisions on the new hire as well. Video Interviewing: The Wave of the Future! The year is 3033 and our alien overlords need to hire a new overseer of Earth. but it’s hard to deny the popularity of online video. Are they going to fly him all the way from the planet Blorgon for an interview? Of course not! It’s online video to the rescue! Sure.Page 16 It will help with scheduling difficulties that lead to time savings for everyone.

passive candidates available at the click of a button. Now you can view your top candidates from a boardroom. Spark Hire offers a convenient mobile app allowing job seekers to record Spotlight Interviews. no matter where they are. Now employers and job seekers can get the face time they crave without anyone needing to buckle up for takeoff. or one way interviews. they free up more time by making even the toughest to reach. They also cut travel cost by as much as 67 percent. For one. Even our alien bosses will be worried about the bottom line. Both live video interviews and one way interviews help you save on travel by allowing you to make smarter decisions about who you spend time meeting in person. Online interviews are a great way to save money. a train car or even poolside! What’s more futuristic than recruiting from the surf? It’s still saving you money in the future The one thing that will most likely go unchanged in the future is the need for cost-saving business practices. .Page 17 Flexibility Who wants to be tied to a schedule all the time? Video interviewing allows you to recruit on the go! For instance.

but the environment becomes more important to each generation of employees and legislators. Who knows what the future holds. and Instagram show text alone isn’t the answer. and evaluate whether the candidate is right for the position. After all. a picture is worth a thousand words.Page 18 It’s also saving the planet If you’re concerned about the future then you should be thinking about the environment. even online. what’s more green than finding the perfect candidate without needing them to leave home? Embracing Visuals Visual media is the wave of the future. As an employer. With global warming and greenhouse gases the environment suffers every time someone has to fight traffic to get to an interview or when you fly out a candidate. Online interviewing is a great way to show planet Earth you care. Pinterest.) . Video interviewing is a simple solution to this complicated global problem. If doing things faster and more effectively isn’t futuristic. video interviews are building a faster bridge between posting the job and finding the perfect candidate. I don’t know what is! (But the Blorgons might. After all. Virtual interviews allow you to see and hear from your candidates faster. Maybe in the future your business will have to pay carbon offsets for every candidate you fly out to headquarters. The popularity of social networking sites and apps like Tumblr.

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With the integration of video interviewing. But you still have questions about video interviewing: What are the different types of video interviews? How do they work? What are their benefits? And just how do I use them to . We’ve also discussed how video can save you time and money in the recruitment process.Page 20 Chapter 3: Video Interviewing Options We know video interviewing can streamline the traditional hiring process. Video interviews allow job seekers and employers to get to this nonverbal connection much earlier in the recruiting process. What is a Video Interview? A video interview uses online video technology to allow job seekers and employers to connect earlier in the interviewing process. Video interviewing is building a faster bridge between finding a great candidate on paper and making them your next all-star employee. But just how does video interviewing work? What are the options? And how can you best use video interviewing technology to screen applicants and find the best candidates? Those will be the questions we cover in this chapter. seeing and being seen is extremely important. you don’t have to wait until after a resume and a phone screen to judge a candidate’s ability to effectively communicate. Since 55 percent of all communication occurs at the nonverbal level.

it’s the job seeker’s time to shine. employers send candidates a series of text-based questions which employers can even save for later use. Need to collaborate on a hire? Employers can share these interviews with the entire team. Job seekers can use the video format to answer interview questions while showing off their impressive communication skills. job seekers are the ones doing all the talking. and charisma. In a one way interview. . personality. That’s because in this form. Once these questions have flown into the inbox of potential hires. Now virtual interviewing can work around your schedule.Page 21 hire the best people? One Way Video Interviews What is a one way video interview? A one way (or Spotlight) interview is also sometimes referred to as an asynchronous interview. you can even take notes and share them with the rest of the group when using Spark Hire. Once job seekers hit submit. Plus. employers can view their video answers at their earliest (or latest) convenience.

there are ways to make your video pre-screening even more efficient.Page 22 One way interviews are a great way to cut down the pre-screening process. So it stands to reason that the more efficient the interview process itself is. This is why you can do 10 video screens in the time it takes to do one phone screen. The whole point of video interviews is to find the best candidates in a convenient way saving time and money. It’s an easy way to cut back on the amount of preliminary interviews you perform before narrowing down the field to only the most qualified candidates. As we’ve mentioned. Here are a few simple tips on how you can use video to make the pre-screening process as painless as possible: Top four one way video interview questions to ask to improve candidate prescreening. there are ways to make the pre-screening process run smoother. . the more time will be saved. Just like every other aspect of the hiring process. Asking the right questions can help you shorten the list of potential candidates to find the person that is just right for your position. the typical phone screen takes upwards of 30 minutes. Still.

If you make the question broad you allow job seekers to self-select what they think the most important qualifications are for the position you’re hiring and share that information with you in an allotted amount of time. but it’s a very important one if you’re hiring someone you intend to keep around. so in the prescreening interview it’s time to ask candidates about what qualifications they have that make them just right for the position. but if they don’t have the qualifications necessary to do the job you’re out of luck. but this is just a pre-screening interview so you need to cover your bases. If what they’re mentioning isn’t what you’re looking for. You might be interviewing someone with a fantastic personality and really great communication skills.Page 23 Here are four questions you should ask to make sure you’re advancing the right people to the next round of interviewing: • What makes you qualified for this position? This question might seem very basic. The response to this question should let you know if the job seeker is using this position as a step on the road of their career or if they’re just . you can save yourself a full interview. • Where do you see yourself in five years? This is a tough question. You’ve already eliminated the unqualified candidates from the stack of paper resumes you have.

however. If their career goals don’t match the current position. Instead of just asking what they know. No one wants to waste resources. If they talk about the core values and mission of the company. • Why should I hire you? This question is there to give you a quick impression of the candidate’s personality. you might have an issue. you could be training someone who is already on the way out. . you might just have a good fit. If job seekers talk entirely about benefit packages and summer Fridays.Page 24 looking for any job. they should be able to tell you something about the company. so it’s good to know where your new employee is headed. • What do you like best about this company? If the candidate has done any research at all. you’re having the candidate summarize why they would be a good potential hire for your company. it’s a good bet that they’re not going to find something that will impress you more in a longer interview. they haven’t researched the company and might not have the motivation needed to succeed. If their elevator pitch doesn’t “wow” you. In short. as well as their relevant experience. And if they don’t have anything to say at all. The candidate should highlight their best qualities in their answer. you’re asking them what they’ve found in their research that really stood out.

Page 25 There are plenty of other great pre-screening interview questions. you didn’t lose a tremendous amount of time. only minus travel costs and all the time it takes to schedule a normal face-to-face. allowing you the ease of interviewing by phone with the personal touch of seeing a candidate face-to-face. without any desktop software installation employers and job seekers can spark a connection whenever and wherever. and your candidate will pop up on the screen. Live Video Interviews One way interviews are great. but those four will give you fast insight into candidates. Just point your webcam. look no further than live online interviews. If they impress you with those four simple questions. Do live video interviews have different “best practice” standards? How do you make the . If they aren’t quite up to par. Now. Missed the interview but still want to weigh in? Live video interviews can be recorded and played back at a later date so even those not in the office during the interview can have a say. To do this. and you can focus your energy elsewhere. Scheduling becomes easy when you can connect with qualified job seekers with the click of a mouse. Live interviews help employers and recruiters cut down on travel costs and wasted time. but sometimes you need to interact with your top candidates in real time. it might be time to schedule a more involved video interview. These interviews work just like their three-dimensional counterparts.

Follow them so you can have a successful online interview the first time and every time. before you and your company can start reaping the benefits of online interviewing. you should first take a look at some of these tips that can help you conduct a successful online interview. but that’s not true. an online interview can be more intense because there isn’t as much time for small talk as with an in-person interview. and with it both companies and job seekers can save time. It’s very easy to assume that just because you are not physically there in the office with the job seeker that it’s not as important of an interview. . Professionalism This is a major tip for live video interviews: treat an online interview with the same respect as an in-person interview. money and. If anything. However.Page 26 most of your facetime with interested candidates? Here are some tips about how to best use live video interviews to find your next superstar employee: How to Conduct a Successful Online Interview Online interviewing is one of the latest technological advancements to benefit the job search process. energy.

You need to be just as prepared for this interview as with an in-person interview. After all. you can see if anything is malfunctioning or broken. Once you have everything set up. Make sure your mic isn’t fuzzy or malfunctioning. standard. First and foremost. You should make sure your webcam is set up at the right angle and that your face is centered. it’s hard to use online video if you’re not online! Making sure you’re on a stable internet connection is a key component of having a successful video interview. all you’ll need is your webcam and a microphone if one is not already installed on your computer or laptop. you need to make sure all of your equipment works and functions properly. .Page 27 As the interviewer. Once your connection is secure. and level of professionalism in the interview and it shouldn’t differ from a traditional interview or what your company expects. it’s a great idea to setup a mock online interview with one of your co-workers or associates. That way. you need to make sure you are representing your company in a professional way. You are the one that sets the pace. you need to make sure your internet connection is running smoothly. Fix any hardware issues Since you are depending on your technology to interact with a job seeker.

Since you and the other participant likely have different browsers. Make sure you have proper lighting and try to avoid extremes. they’re probably not right for the job. no job seeker is going to feel comfortable being interviewed by a dark blur. but the most you can do is tell them specifically what time zone you are in. it’s very important that you mark what time zone you want the job seeker to adhere to. so you need to remember to be patient. there may or may not be a lag time in your online interview. and webcams. Time Zones Since online interviewing allows for you to interact and interview with people all over the country and the world. If they cannot make it at the right time this should be a red flag for you about the candidate’s dedication. That way.Page 28 Lighting You need to make sure your lighting is appropriate and not blinding to the other participant. Time zones can be confusing for some people. Wait until the job seeker is completely done talking before you . but it certainly is not perfect. Internet connections can also get a little fuzzy. computers. Conversely. Time Delays Technology is awesome. If the candidate can’t even be bothered to look up the proper time zone. they will be there waiting for you to start the interview when you sign on. Make sure you don’t have any lights behind you glaring into the webcam as it will distract the other participant and may throw off their answers to your questions.

Questions Make sure you are prepared for the interview and have questions for the job seeker. save a lot of time and money so you should be sure you are ready to engage in them. in fact. as the employer you need to be ready to answer questions about your company and. Online interviews. you can speak with multiple candidates in a day and still have time to actually get work done. With online interviewing. If they don’t have any questions for you. Also. you can hire until your heart’s content! . so you want to make sure you don’t do it in your online interview either. Both parties have to be ready to answer and ask questions and should have a list of important ones ready.Page 29 start answering their question or asking another one of your own. of both the live and one way variety. should expect it from your job seeker. After that. then you might need to consider how much time they took to research the company they’re hoping to establish a future with. You certainly don’t want to talk over your job seeker during an in-person interview.

More often than not. How A Great Company Brand Attracts and Keeps Great Talent Selling your company is the key to finding and keeping great employees in today’s job market.Page 30 Chapter 4: Branding Branding your company as a great place to work is important in attracting top talent. It instantly shows candidates your company is willing to embrace new technology. two must-haves for both experienced and Millennial workers. Before we get into using online video technology to brand your company. . you want to hire the best. just because there are more people looking for jobs now doesn’t mean company branding can be ignored. you don’t want to hire just any employee. It’s no mystery great companies attract great employees. However. But many companies skimp on branding. Using online video technology as part of your branding efforts is a smart choice. It also shows the company is both flexible and creative. After all. especially today with the rough economy flooding the marketplace with applicants. the reason that great employees stay with their company is because they like the culture and the environment that surrounds them. It is imperative to understand what makes employees happy in their current job. let’s take a look at overall branding and at the companies doing it right.

which was up 9 percent from 2010. the best talent. With the unemployment rate continually high. Google has a unique environment that is really unmatched.” you will see a correlation between many of the top companies. It is this dynamic work culture that helps them attract the best and the brightest. Surprisingly.Page 31 As reported in Time Business. Here’s how some of those companies at the top of the list have formed their company brands to attract the right people. and continue to attract. Offering their employees a culture that makes them excited to come into work everyday allows Google to keep.3 million people left their jobs by choice in 2011. right? Many companies have started to realize this. They offer healthcare and time-off benefits to both . if you look at the “100 Best Places to Work. Their efforts are focused on their employees’ health. sitting atop the list in 2012. They have established their very own way of life that includes everything from professional development opportunities to free lunches. why would people walk away like that? Well. offers so many amenities to employees that it is hard for them to choose which is the best. they must not be concerned with just money. Google Google. the companies with the highest pay did not have the highest rank on the list. For instance. 17. Wegmans Wegmans Food Markets is ranked number four on the list for 2012. to unmatched employee appreciation initiatives.

this is what you have to look forward to when your employees start to thrive in their jobs: • • • • • They demonstrate 16 percent better overall performance (as reported by their managers) They were 125 percent less burnt out (self-reported) than their peers They were 32 percent more committed to the organization They were 46 percent more satisfied with their jobs They also miss much less work and report significantly fewer doctor visits. They make the environment fun by encouraging health competitions and organizing their own sports leagues.Page 32 part-time and full-time employees. According to the Harvard Business Review. which means health care savings and less lost time for the company . These are just two of the companies from the “100 Best Places to Work” in 2012. you will realize that employee productivity is much higher when they are thriving and happy. In changing the way you look at what creates a better work environment. they work hard to get their employees discounts throughout the community. try and brand your company to be appealing to your own employees. from fitness centers to family fun activities. Using their proven methods. Also.

These creative hires will bring new innovative ideas to your company. help with building your company brand? How will this brand then pull in top talent? Let’s look at a few of the things using video interviewing says about your company. and more profitable environment for everyone! Now that we know the benefits of a good employer brand. helping you to solve old problems. Stepping outside the traditional hiring process shows the company is a place where creativity is valued and appreciated.Page 33 As you can see. how can online video technology. healthier. . because the company is willing to get creative in its hiring approach. Best of all. Creativity Using online video in the hiring process shows your company is willing to get creative. it would be well worth it to make some environmental changes in your company to create a happier. This can instantly brand your company as a creative workplace where employees come up with out of the box solutions for common problems. and how this can translate to an attractive company brand. it will in turn attract more creative hires. and more specifically video interviewing.

This will enhance its brand with potential hires. you’re establishing the flexibility of your company up front. Now all companies are expected to not just . The companies that recognize workers are more than a cog in a cubicle are the ones attracting the best employees. Bright individuals will be attracted to the idea of a flexible workplace. With the rash of technology currently available. and you’ll have nabbed a great employee. In this increasingly ideas-based economy. are looking for more workplace flexibility. Workers from every generation. Online video allows candidates to cut out the commute and employers to schedule interviews without all the fuss.Page 34 Hires with this imaginative spark just might be able to bring your company its next great idea. can you really afford to ignore creativity? Employing online video in the hiring process brands your company as a place where this innovation is sought after and admired. It works to make interviewing more flexible than ever before. Embracing new technology Most of all. baby boomers to Millennials. not adapting to the virtual marketplace can be a disaster for companies. Flexibility Using online video for interviewing also shows the company is willing to be flexible. using online video sends a clear message that your company is embracing new technology. which will attract top talent. Since the interview is often the first taste potential hires get of the company culture.

Finding the perfect fit between candidates and company is essential to building a talented and happy team. Merely using video interviewing can clearly tell job seekers a lot about the company culture and enhance the company brand. In turn. but also a social media presence. and you won’t find many great employees attracted to a company that stands still. This means recruiting employees who will fit in with the overall culture of your organization and can hit the ground running. Web savvy employees are attracted to companies embracing new technology and utilizing the power of the web. Using video can brand your company as a great place for employees to spend their 9 to 5. no matter how impressive that resume is. Likewise candidates can’t know what a company is like just by browsing through a website or researching its history. Video interviewing is making this simpler by allowing employers to see a candidate’s personality earlier in the hiring process. A job candidate truly can’t be summed up by a simple paper resume. use online video interviewing to brand your company as a place where technology is welcomed and adopted wisely. This is no easy task. To ignore new technology is to stay stagnant. The benefit of having a great company brand is attracting top talent. you’ll attract smart employees who do the same. but it gets simpler when you’ve used video to brand yourself to attract the right talent. Instead. But how do you use video interviewing to find employees who will fit into the company at large? How to Interview Candidates For Fit Just like people. every company has its own personality. .Page 35 have a corporate website.

Not every candidate you hire will be a perfect match for the long-haul. As you know. encourages their job candidates to get weird. but there are plenty of ways to avoid losing employees due to a mismatch in overall company fit. They do this to assess the critical thinking and problem solving skills of potential hires. on the other hand. as we can all learn from the best. and this process is repeated with the next hire. finding the right fit can often be time-consuming and difficult. The hiring process is essential in ensuring candidates will be able to hit the ground running and enjoy the sprint.Page 36 Like any good puzzle. How do they do it? By ensuring the talent they hire meshes with the overall corporate culture. Google often asks candidates math questions or questions not entirely related to the job they’re interviewing for. With more than half of employers reducing or having already reduced recruitment budgets. It’s important to look at the interview processes of prominent organizations like Google and Zappos. For instance. Zappos. There is no point in completely reinventing the wheel. both which have made Forbes list of the best places to work. Zappos . a lot of time and training goes into getting a new hire up to speed. there’s less room for error now with new hires.

Once you have a general list.” During the hiring process recruiters ask candidates to rate themselves on a 1 to 10 weirdness scale. can immediately give you personality insights that traditionally come later in the hiring process. get more specific. Does the position call for a “people person” or someone who can go at it alone? What personality would thrive in this position and what personality would wither? If . for instance. By seeing personality earlier in the process. Viewing a video resume or one way interview. Like these companies. Is it an environment where self-sufficiency is prized or is teamwork the name of the game? Is the company more traditional or a little kooky? Determine the core values of the company and how potential hires should align with them.Page 37 interviews candidates based on a core set of values the company holds. Look at the position beyond the realm of qualifications. This will allow you to match candidates up against the attributes your company is looking for in the ideal employee. Imagine the perfect employee for your particular company and write down this fictional candidate’s attributes. but also the ability to see personality earlier in the hiring process. you can also help weed out candidates who just won’t fit in with the company without wasting precious time and resources sitting down with them. One of those values is to “create fun and a little weirdness. An important aspect video interviewing brings to the table is not only the ability to brand your company. Seem strange? Zappos finds this method effective to weed out candidates who are too wacky or too strait-laced. it’s important for you to think critically about your company culture before the interview process begins.

This means you’re not really learning much about the candidate’s true personality. If you go this route though. If you’re asking the same questions as everyone else. just hearing what they think you want to hear. Remember to come up with a great set of questions. be sure to ask follow up questions to make sure the candidate has actually read the book and isn’t just naming a title they think will make them sound impressive. You can also watch video interviews for candidates’ reactions to outside the box questions. Using video interviewing can allow you to ask as many serious by-the-book questions as you wish. . not just in the position but in the overall culture of the company. but also their ambition. Ask about the last book a candidate read. Try to think of questions not asked constantly in interview environments. you know they’re serious about their career path. This can tell you not just about the personality of a potential hire. If they name a book about your industry. Once you have a good handle of the kind of personality and drive needed to succeed. odds are you’ll be hiring again soon. it’s time to think up questions. and they can be saved to use over again in your one way video interviews. mix things up! Ask whether a candidate is a dog or a cat person. or get more creative in your approach. candidates are probably using canned answers. It depends on what the environment calls for.Page 38 you end up hiring a great candidate with a personality that doesn’t mesh with the job. So when it comes time to ask your questions. This could tell you about a candidate’s love of loyalty or selfsufficiency.

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it’s employees who suffer the most from discrimination concerns. discrimination is part of our everyday lives. Talking about discrimination is honestly one of the best ways to guard against it. online technologies are the future. Basically you need to get informed! . The best way to embrace new technology is with an open mind and with your eyes wide open. but you also want to make sure you stay firmly within the Equal Employment Opportunity Commission (EEOC) regulations. As hiring managers and recruiters. The question lingers: What if these new hiring practices leave you open to discrimination concerns? Look at it this way: can you really afford not to embrace new technology? With candidates and companies getting more tech savvy than ever before. and something we have to be vigilant to fight against. It can be a bit scary to step out of your comfort zone and embrace new technology. When the opposite is true employees leave or even sue. employees grow and thrive. When workplaces have diverse and respectful environments.Page 40 Chapter 5: The Discrimination Question First off. But companies aren’t the real victims of discrimination. we want to stress discrimination doesn’t need to be the elephant in the room when it comes to using online video to hire the best and brightest candidates. Unfortunately. You want to hire the top talent. the discrimination question is a part of the hiring process and you know just how damaging it can be to companies.

What does discrimination in the workplace look like? A Muslim woman won a discrimination lawsuit against a Fortune 500 company. Discrimination occurs any time employers judge employees or candidates by anything other than their qualifications and experience. this is discrimination in the hiring process. What would discrimination in the hiring process look like? Well. . These actions were clearly discriminatory and the judge in the case agreed. For example. This harassment came in a variety of forms. Her co-workers made disparaging comments to her and made her feel uncomfortable. She was being harassed by her boss and co-workers on the basis of her religious affiliation. At one point. if a company doesn’t hire a qualified candidate primarily because of the candidate’s gender. her boss even snatched off her headscarf.Page 41 What is Discrimination? Before we can get to online video hiring solutions we need to take a critical look at just what discrimination is. if we took the case of the Muslim woman. hiring discrimination might mean employers refusing to consider her for employment as soon as they saw her headscarf or other religious garb.

In 1965 the EEOC was born and it’s been protecting the rights of candidates and employees ever since. The EEOC office dates all the way back to the 1960s and the birth of the Civil Rights Movement. but just in case you’re not. we’ll give you a primer. Asking someone about their race. What is the EEOC? You’re most likely familiar with the EEOC. the government realized it couldn’t ignore the need to address this very real problem. The 60s saw an upheaval in the culture of the United States and with it a closer look at just what was happening in our nation’s workplaces. Now let’s take a closer look at the EEOC and how this regulatory agency came about. These cultural shifts in the 60s made it necessary for a government agency to regulate and protect employees against discriminatory practices. or gender is a big problem. The office protects workers employed by companies both big and small. With Martin Luther King Jr.Page 42 It could also mean asking questions about her religion which have nothing to do with her experience or qualifications. The EEOC keeps strict guidelines covering what is and isn’t discrimination in the workplace and in the hiring process. When a worker files a complaint against a company with the . fighting for equal rights and Rosa Parks refusing to give up her seat. religion.

Page 43 EEOC. What Does the EEOC Protect? Below is a list of some of the characteristics covered by EEOC guidelines: • • • • • • • • Race Color Religion Sex (including pregnancy and sexual orientation) National origin Age (40 or older) Disability Retaliation . The EEOC then thoroughly researches this claim to make sure it holds merit. companies can be sued for their discriminatory practices. things are taken very seriously. The EEOC also keeps careful record of the complaints filed. This gives us a good idea of just how far we’ve come and how far we still have left to go in our fight for equality. If it finds the suit has merit. Every year they release a breakdown of the number and variety of each compliant they receive.

she has all the knowledge and professional experience they’re looking for. Everything else was working in the candidate’s favor except the one characteristic. However. Good thing disabilities are covered by the EEOC. . if a company turned down a qualified employee based entirely off the fact this employee had once sued a former employer for discrimination. this is clearly a case of discrimination. Her wheelchair has nothing to do with her ability to perform the job. and it would also be covered by the EEOC regulations. as more areas of discrimination have shown themselves. The head scarf example we used earlier would be the perfect example of religion-based discrimination. Still. When the candidate comes in. They get a great resume and they’re really jazzed by the preliminary phone interview. and gender. the EEOC would be there to protect them. however. Everyone liked the candidate before she showed up in person and everyone thought she would be a great fit for the organization. This is much bigger problem for current employees than potential ones. If the company passes her over on the basis of her disability.Page 44 This list has grown longer in recent years. Last you might be wondering what retaliation refers to. they’re shocked when she appears in the office in a wheelchair. race. Retaliation is when an employee is discriminated against for reporting discrimination. The same would be true for categories like religion. How would some of these categories work in action when it comes to discrimination in the hiring process? Let’s say a company is looking for a new receptionist. This candidate would have a good case of disability-based discrimination.

work-intensive position. you can’t ask them if the cross they’re wearing means they’re Catholic. Another example is if a company is hiring a very highstress. it’s not appropriate to ask her if she’s planning to start a family soon. . If a candidate comes into the office for an interview. If a female candidate came in for the interview. Unless the position you’re interviewing for is a priest or nun. In fact. It’s a job where a candidate would need to hit the ground running. Asking a candidate about her family planning is a huge mistake when it comes to non-discriminatory questions. Some examples of discriminatory questions go back to some of our previous examples of covered characteristics. their religious affiliation is really none of your concern. The EEOC protects candidates from gender-based discrimination. a bill is even being proposed to protect the rights of pregnant workers.Page 45 What is Discrimination in the Hiring Process? So how do we safeguard ourselves as employers and recruiters against discrimination? Well in the hiring process it’s imperative to know what kind of interview questions can be asked and what kind of interview questions you should leave on the shelf.

Just remember to follow the rules outlined above and stick to performancebased questions. A happy and diverse workforce also makes for a more productive workforce. You don’t want to add to those discrimination numbers we talked about earlier. the major takeaway is that each time the EEOC was . At some point. What else isn’t discriminatory? Seeing a candidate! Viewing a one way video interview or a video resume is not discriminatory in the least. it’s completely within your right to ask if the candidate could perform this aspect of the job without trouble. Again. So do you have to worry about video? The answer is a resounding. And no one is saying in-person interviews are discriminatory. we all understand the importance of keeping discrimination in mind when trying to hire the best candidates.Page 46 So what are some questions you can ask in the hiring process? Make sure your questions are based entirely on the job at hand. you’re going to need to speak face-to-face with the candidate. and you want your company to be seen in the best light. It’s not discriminatory if it relates directly to performing the functions of the position being discussed. The EEOC and Online Video Technology The EEOC has been asked several times about the compliance of using video in the hiring process. Questions about a candidate’s prior work experience or qualifications are great. “no!” The EEOC has been asked several times about the compliance of online video. However. If the job has a physically demanding aspect.

or disability of an applicant prior to an interview by viewing a picture or video clip of the individual. gender. So viewing a video resume clip before pulling a candidate in for an in-person interview is completely legal under this statute. the EEOC said viewing a video resume does not violate this prohibition. they came down firmly on the side of compliance.Page 47 quizzed about online video. In fact . it was not illegal for employers to learn the gender.” In 2004 the EEOC was asked directly about video resumes. under Title VII. race. [They] inquired how employers should meet all of their governmental EEO recordkeeping duties in these circumstances. In fact they were asked “about The EEOC explained there were two statutes covering what the questioner was asking about: Title VII of the Civil Rights Act of 1964 and Title One of the Americans with Disabilities Act or ADA. The concern was employers might be able to directly see these disabilities due to online video. or ethnicity of a candidate prior to the interview. However. Both of these statutes cover nondiscrimination and recordkeeping obligations. They said. Under the ADA an employer cannot ask a candidate questions on the application form or in the interview specifically to elicit answers about any sort of disability they might have. They did not say “online video is sort of complaint” or “online video is mostly compliant” they said online video is completely compliant. Video Compliance and the EEOC an employer's recordkeeping responsibilities when it learns the ethnicity.

you must focus on the individual's qualifications for the job. . This quote from their answer in 2004 really sums it up best: “Employers and recruiters [should] continue to structure their recruitment and selection processes to be nondiscriminatory and to consistently focus on the job qualifications of all job seekers. Yet employers were still interested in how they could use video resumes to shorten and enhance their hiring process without getting into EEOC hot water. As with all other applicants. which is when online video really exploded onto the Internet scene. YouTube wasn’t even “born” until the following year. online video technology has certainly come a long way. 2005. The mere fact the EEOC was asked about video resumes in 2004 is fairly impressive. it’s on the individual making the decisions.Page 48 they said “you must not use that information to discriminate in hiring.” So again. Since 2004. not on the technology to guard against discrimination.” Video Compliance and the EEOC: Part 2 You’d think the 2004 letter was pretty compelling stuff about using video in the hiring process. regardless of technology or of the inform ation available by virtue of that technology. and tells us something about how long employers and recruiters have been interested in video. So it does make a certain amount of sense to see the EEOC quizzed again on the compliance question when it comes to using video in the hiring process.

a . they didn’t change their minds at all since 2004. Once again they mention Title VII and the ADA and once again video is compliant on both fronts. This time the EEOC was asked about “the legality. people do. Under this umbrella one way interviews and even live video interviewing would fit with ease. but now the field has been expanded as well to other online professional videos. To this end the EEOC also offered suggestions on how to stay compliant while still utilizing video: “For example. of screening job applicants based on video resumes and online professional and personal videos. covered entity could proactively formulate and communicate to selection officials how the video resumes can help assess specific qualifications and skills that are necessary for success in the position.” Again video resumes are mentioned. under the federal equal employment So what did the EEOC have to say about this concern? Well. In fact they go on to say: “The EEO laws do not ex pressly prohibit the use of specific technologies or methods for selecting employees. and therefore do not prohibit the use of video resumes. So does the EEOC think online video technology is compliant? The answer is yes.” The advice is all about how to communicate nondiscrimination goals to hiring managers.Page 49 opportunity (EEO) laws.” Which is again just restating the belief that technology does not have the power to discriminate. before using video resumes and other video screening devices.

If you do this. When the problem is as serious as discrimination. While discrimination will still exist in the hiring process. Here’s our first tip: stop blaming technology! It might be easy to blame the computer when something goes wrong. it’s easier to place the problem out of our hands.Page 50 Videos Don’t Discriminate: People Do! Will there still be discrimination in the hiring process? Sadly. it’s good to address it before it’s too late! . yes. We’ve come a long way but we still have a long way to go. Tips for Staying Compliant on the Human Side If video isn’t discriminatory how can companies make sure to avoid discrimination in the hiring process? In this next section we’ll cover some tips and best practices to make sure you’re using the tool of online video within a framework leading you to better and more diverse hires. however. you’ll never address the root of the problem. Without facing the problem head on you’ll be doomed to repeat the issue over and over again. the important takeaway from this eBook is that online video hiring solutions will not increase the likelihood of discrimination in the least. Even though computers don’t run by themselves. Discrimination is a problem that isn’t going away anytime soon.

look at the practices of your company and ask yourself how they can be improved. it’ll appear a little odd if you’re not engaging with the candidate and only reading off of a piece of paper! Having a set of questions to ask every candidate is not only protecting you from discrimination claims. After all. That’s fine. Another great way to avoid discrimination is to keep your questions standard. When interviewing a set of candidates for the same position. but in the long run it will make your life much harder. diverse workplace for everyone? Stop focusing on technology and start focusing on people. Things are going to come up in the interview you’ll want to dive into further or need clarified. not a script. it’s not your web camera doing it. sit down with everyone involved in the process and come up with a key set of questions to use. How can your company work to be a more accepting. If discrimination is taking place at your company. What are the qualifications a potential employee really needs to have? You’re not just asking whatever questions come to mind. First off. it forces you to really focus in on the position. These questions are guidelines. Don’t blame technology for human failings. This default set of questions will ensure you’re not treating any candidates differently. Instead.Page 51 Technology can’t judge and videos by themselves can’t discriminate. whether you’re in person or using online video interviews. You’re razor-focused on the needs of the . It’s the easy way out. it’s also useful.

Write out the traits an ideal employee at your company should have. where you can set a specific number of questions for candidates to answer on video. but also looking at the overall office environment. You can use those questions when drafting your evaluation criteria. Set questions are also great because they give you a baseline by which to judge candidates. If you’re just asking questions on the fly. Personality fit is an important aspect of hiring. Evaluation criteria are not just the specific skills needed to fill the position. you can really judge the candidates on individual merits. You can get the best and brightest employee but if he or she doesn’t fit into the office culture you’ll be rehiring soon. One way interviews. If you have set questions all the candidates answer. you might think a candidate is great just because you lobbed them all softball questions. it’s important to write down your evaluation criteria. as we all know. Think critically about exactly what you’re looking for in the ideal job candidate. are a great example of where set questions really pay off.Page 52 position to be filled. When trying to fill a position. You’ve done some of this already when coming up with a set of questions to ask everyone. Does the job require someone hugely outgoing or someone who can work well independently? Different . but also against each other.

Page 53 personalities thrive under different settings. You have a set of questions to ask all candidates and you have written criteria you’ll use to judge whether or not a candidate will be a good fit for the company and the position. Training will help you recognize discrimination when it happens-not just in the hiring process but also in the workplace at large. especially when it comes to something as essential in the hiring process as the possibility of discrimination. You’ve set a lot down on paper by this point. . This way you can start to guard against preferential or discriminatory treatment. Don’t overlook this important fact when coming up with how to evaluate candidates. What more can you do to guard against discrimination creeping into the hiring process? Get training! It’s important to listen to the professionals. you can use it to judge all candidates you view and interview. This way all employees understand the value of diversity and know how to spot discrimination when it occurs. Employers should really spring for in-house training of some kind on the topic of discrimination. Once you have a written set of criteria.

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the war for talent rages on. hiring managers can make smarter decisions about which candidates to bring into the office. Now with the power of online video. Online video interviewing is building a better. and help your company hire the best people. there’s no difference between a candidate one or one hundred miles away. Employers can focus on finding the best talent for their open positions without worrying about geography. Instead of wasting 30 minutes on a phone interview that you immediately know is a dead end. As you know. . It can shorten the traditional recruiting process by providing better insight on a candidate’s personality and communication skills. pursuing such talent could be costly and time-consuming. you can spend this time viewing multiple one way video interviews. it’s 100 percent compliant with EEOC guidelines. Video interviews also eliminate distance barriers allowing employers to connect with the top talent in their industry-regardless of where they currently reside. This way. Best of all. In the past.Page 55 Conclusion Using video as part of the hiring process can cut down on time. faster bridge between posting your open positions and filling out new hire paperwork. save money. Can your company really afford to bleed time and money looking for the best people? Video interviewing allows recruiters and hiring managers to save time and only focus their energy on the top candidates.

For more information regarding video interviewing.com Phone: 800-219-0480 E-Mail: ebook@sparkhire. All you need to do is press play. please contact us: Spark Hire. but best of all you’ll be able to secure top candidates who will bring their ideas and innovations to your company.SparkHire. www.com Twitter: @sparkhire Facebook: sparkhire . You’ll save time and money.Page 56 The bottom line is that online video hiring solutions allow your company to cut down on the inconvenience of the traditional process. Inc.