CJ Eason, “The Job Doctor,” President of Community Outreach with JobFairGiant.com.
getty
Why does interviewing candidates feel similar to online dating? I feel like being stood up has become a regular habit for candidates searching for employment. Ironically, some apply on a job search website, you coordinate an interview, they stand you up and then they reapply on another website. For recruiters, this is confusing and frustrating.
We've all heard the tales of being stood up on a date—the anticipation, preparation and disappointment. But what happens when this trend seeps into the professional world? As a recruiter, I've felt that sting more times than I'd like to admit. It's one thing to be ghosted romantically, but being stood up for a job interview? That's a whole new level of heartbreak.
But fear not, fellow recruiters! Just as the dating world has evolved with technology, so has the recruitment process.
Streamlining Recruitment With Video Demonstrations
Influencers dominate social media, and video content reigns supreme. The recruitment landscape is also evolving. Video has emerged as a powerful tool for recruiters to gain deeper insights into candidates beyond the traditional résumé. Recruiters can request candidates use video submissions to showcase their job experience, skills and potential contributions to the company.
While candidates might feel hesitant about being "test-driven," in today's digital age, creating a video to enhance one's professional image is straightforward and can be beneficial. This method is not only cost-effective but is also becoming essential in modern recruitment. With many roles requiring hands-on skills, video demonstrations can be pivotal in preventing costly hiring mistakes.
When leveraging video submissions, it can be helpful to lay out a few guidelines for candidates:
• Expectations: Clearly outline video expectations, including length (e.g., two to five minutes), format and key topics. Ensure candidates address both situational and general interview questions.
• Experience And Skills: Candidates should succinctly narrate their professional milestones, emphasizing roles and achievements to provide insight into their career trajectory.
• Value Proposition: Encourage candidates to articulate how they'll benefit the company, drawing from past experiences where they've added significant value.
• Soft Skills: Videos should quickly highlight a candidate's communication, body language and presentation, offering insights into their confidence and clarity.
• Creativity: While professionalism is key, candidates should be encouraged to add creative elements to their videos through visual aids or storytelling.
• Privacy: Assure candidates of the confidentiality of their submissions, emphasizing its use solely for recruitment.
Incorporating video submissions can help recruiters identify genuinely interested candidates, making time investment a crucial aspect of modern job searches.
Video Submissions In The Recruitment Process
Here are a few examples of possible video submissions depending on the candidate's discipline:
Truck Driver Driving Demonstration: Ask candidates to record a video of them driving, showcasing their ability to handle a truck, navigate routes and adhere to safety protocols.
• Route-Planning Scenario: Provide a hypothetical delivery scenario and ask the candidate to explain on video how they would plan an efficient route.
Customer Service
• Scenario Response: Provide a challenging customer complaint or inquiry and ask the candidate to record their response, showcasing their problem-solving and communication skills.
• Role-Play: Candidates can act out a typical customer interaction, demonstrating their ability to handle various customer personalities and issues.
Accounting
• Problem-Solving Scenario: Give the candidate a set of hypothetical financial data and ask them to explain on video how they would prepare certain reports or address specific financial challenges.
• Technical Explanation: Candidates can explain complex accounting concepts or procedures, showcasing their expertise and communication skills.
Attorney
• Case Analysis: Provide a mock legal scenario and ask the candidate to record a video explaining their approach, legal recommendations or strategy.
• Role-Play: Set up a hypothetical client consultation where the candidate has to advise on a legal matter, demonstrating their interpersonal and analytical skills.
Software Developer
• Problem-Solving Scenario: Pose a hypothetical coding challenge and ask the candidate to explain their approach.
Work Samples: An Authentic Gauge In Recruitment
While résumés highlight qualifications, work samples can demonstrate a candidate's skills. Serious candidates will likely provide quality samples, whereas others may falter. Onboarding shouldn't be a gamble; companies aim for a smooth integration without excessive training.
The "try-before-you-hire" approach ensures recruiters' time is efficiently used. It's a proactive approach, asking candidates to demonstrate their worth rather than just stating it. Incorporating work samples early in the recruitment process can help streamline candidate evaluations.
Some examples of work samples in recruitment include:
Web Developer
• Code Sample: Ask candidates to provide a snippet of code they've written, preferably from a project they're proud of.
• Website Link: Request a link to a website or web application the candidate has developed, showcasing their design and functionality skills.
Marketing Specialist
• Campaign Overview: Have candidates provide an overview or case study of a marketing campaign they've worked on, detailing strategy, execution and results.
• Content Sample: Request a sample of content the candidate has created, whether it's a social media post, ad copy or an email campaign.
Case Manager
• Case Study: Provide a hypothetical scenario of an individual needing assistance (e.g., a person with specific health, social or financial challenges). Ask candidates to draft a case management plan detailing the steps and resources they would utilize.
• Client Interaction Role-Play: Request a video or written role-play scenario where the candidate interacts with a hypothetical client, demonstrating their interpersonal skills and problem-solving approach.
Sales Manager
• Sales Strategy Presentation: Ask candidates to provide a presentation they've given on sales strategies, targets or team motivation. This will showcase their ability to plan, lead and communicate effectively.
• Performance Report: Request a sample report detailing team performance metrics, sales targets and achievements. This can give insights into a candidate's analytical skills and ability to drive results.
Harnessing Video And Work Samples
Genuine candidates see work samples as a chance to showcase their skills, while the less committed may shy away. Evaluating problem-solving and creativity reveals their adaptability. Though it may seem like an extra step for recruiters, using work samples or videos effectively can weed out unsuitable candidates, saving time and reducing hiring costs in the long run.
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
