As a recruiting professional, you know all the levers to push and pull to improve hiring metrics and achieve a more candidate-centric hiring process. You’ve likely encountered stories about video interviewing and its effectiveness, and perhaps you want to implement video interviewing in your company.
However, in enterprise organizations, it’s not always easy to introduce change, even if the change is a new best practice — like video interviewing. Despite all of the research and case studies out there, your boss is against it. How can you open their mind and start a productive conversation? Here are three smart ways to convince your boss that video interviewing is must-have technology in your organization.
1. The Issue: We Need More Pre-Qualified Candidates, Not More Candidates
You have more positions to fill than candidates to fill them, and your team is already working too many extra hours. It’s time to leverage technology that will open up new pools of talent for your organization while taking some of the pressure off of your talent acquisition team. With video interviewing, you can:
- utilize social media to reach passive candidates not currently in your pipeline;
- make the first step in your hiring process – an on-demand voice or video interview – accessible to candidates who work different shifts, which is especially important for those who are still learning about your organization and who are not yet willing to take time off to travel for a casual interview;
- and screen a larger volume of candidates more effectively.
If you can find and identify the hidden gems more efficiently, you can focus the right kind of time on cultivating the most qualified talent and making the best new hires.
2. The Issue: We Need to Reduce Cost-per-Hire
Every large company would like to reduce its cost-per-hire. This is an achievable goal with video interviewing, and now you have the metrics to show it. A new report from Aberdeen Group found that companies with video-interviewing tools in place are 2.7 times more likely to reduce their cost-per-hire than companies without these tools.
At Montage, we’ve seen video interviewing save companies $800-1,500 per hire. When you consider the high-volume hiring needs of enterprise organizations, these savings are especially significant — and they come without sacrificing candidate quality.
3. The Issue: Uncovering Your Leader’s Core Objection
Learn about your boss’s reservations regarding video interviewing so you can proactively manage them.
As with any new technology, the subject of video interviewing is rife with misconceptions. The uninformed often worry that video interviewing is a complex purchase, like buying an applicant tracking system (ATS) or human capital management (HCM) platform. This is absolutely untrue. Video interviewing technology is easy to buy and easy to implement. Many companies offer a range of prices and services to fit organizations of any size.
Some bosses may worry that their legal/compliance or IT departments will pose obstacles to implementing video-interviewing technology. If you select an experienced vendor, that company will have professional team members who can handle the conversation with legal or IT.
As you talk with leadership, help them see the enterprise-level impact that video interviewing can have by bringing both HR and business metrics into the conversation. A video interviewing solution will help your department manage hiring complexity and raise the quality of hires, which in turn supports customer satisfaction, company revenue, and organizational profitability.
If your department is struggling to hire, now is the right time to approach your boss and secure video-interviewing technology for your organization. Those who successfully bring video interviews to their organizations tend to be seen as visionaries and thought leaders themselves. Be that agent of change. Get the right information in front of your boss now and gain your hiring advantage!