Home' HR Monthly : August 2016 Contents August 2016 HRMonthly 25
INCREASING USE OF
VIDEO AND MOBILE
"The shift to mobile is one of the most
fundamental shifts we have seen and
continue to see in job seeker behaviour,
with hirer interest fast following," says SEEK's managing
director Michael Ilczynski. He notes that 65 per cent of visits
to SEEK's employment website and 35 per cent of applications
come from mobile devices.
At HR technology firm Workible, co-founder Fiona Anson
says about one-third of candidates access its job marketplace
through a mobile device. Figures from global aggregation
jobs board Indeed are higher: 54 per cent of its Australian
job search traffic was from a mobile device, slightly more
than the global average of 50 per cent. Increasing smartphone
ownership allows job seekers to browse when convenient,
either within an app or clicking on email job alerts, and the
peak time for mobile traffic is 8pm, according to research
conducted by Indeed.
Improved technology means employers can create a
branded, mobile career site that accepts applications from
any mobile device. However, organisations have been slow
to make the switch, according to Anson. Only about 5 per
cent of employers are using Workible's mobile app to recruit
and, those who do tend to be younger, such as a junior store
manager recruiting for teenagers and 20-something workers.
She's surprised by the low employer interest, given that
Workible started with mobile technology before a website,
but says it's probably easier to check applications and CVs on
a bigger screen.
Anson is also surprised by the low use of video among
employers. There's plenty of talk about video as a selling tool
to showcase an organisation's workplace, as a replacement for
face-to-face interviewing, to reduce time and costs, and
in place of a cover letter to give employers a greater depth
of information about a candidate -- in particular, verbal
"I thought video would be massive, but people haven't
really embraced this yet," Anson says. Workible's human
resources technology has had a built-in platform for video
interviewing for the past three years, but few companies
currently use it. The platform allows the recruiter to send a
request to a candidate, such as: "Please send us a two-minute
video of yourself answering the following three questions."
What they have found is that about 70 per cent of candidates
respond with the requested selfie, 15 per cent opt out and 15
per cent don't reply at all. "Doing it this way, most of us can
tell within two minutes whether it's worth conducting a next
interview," says Anson.
One company that has embraced video for recruiting is
Telstra. It began using video screening in 2014, mainly for
its graduate and summer vacation programs, as well as some
other areas that required high-volume recruitment.
Darren Fewster, executive director, Global HR Shared
Services, says Telstra uses video or voice format to screen
candidate responses to technical and behavioural-based
questions. Hiring managers also use video for live interviews
when face-to-face interviews are not feasible.
Fewster says video interviewing is a faster way to screen
applicants than either traditional CV reviews or phone
"The platform provides an opportunity for candidates
to showcase their personality into the screening process
and supports our company vision of being a world-class
technology company at the same time," he says. "It also
provides a valuable record for us to return to in order to
validate or reconsider a particular application, as opposed to
reviewing what has been captured in the interview notes."
Telstra was an early adopter of video for recruiting, and
Fewster believes most large organisations now have a video
platform in place. But it seems that large-scale adoption of
video across the recruiting spectrum is still some way off.
Ilczynski says many of SEEK's clients are "open to trialling"
video and some have begun using video interviewing to
quickly gauge a candidate's suitability for high-volume retail
roles. SEEK has also begun using videos in its own job ads, as
well as video screening to reduce the time spent shortlisting
for some roles.
"THE [VIDEO] PLATFORM IS AN
OPPORTUNITY FOR CANDIDATES TO
SHOWCASE THEIR PERSONALITY...
AND SUPPORTS OUR VISION
OF BEING A WORLD-CLASS
DARREN FEWSTER, EXECUTIVE DIRECTOR,
GLOBAL HR SHARED SERVICES, TELSTRA
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