The Democratisation of the Recruitment Process

A recent report by LinkedIn Talent Solutions identified 3 Must-Know Recruitment Trends for 2015. These trends are; prioritisation of your company’s employer brand, investment in new recruitment technology and the democratisation of recruitment.

The democratisation of recruitment is a really interesting concept and one that is often overlooked by a company. Can you be democratic while hiring new candidates? Will it draw out the process, taking too many resources and too much time? A recruitment teams function is to recruit candidates for all roles, across various departments and verticals. They are experts at sourcing, screening, interviewing and recruiting candidates. But, it’s pretty difficult to be an expert on the skills and qualities necessary for every type of role.

The main aim of the democratisation of a recruitment process is to involve relevant stakeholders earlier. Not only will these hiring managers help to create a better structured interview by telling recruiters the questions they need answered, there will also be increased hiring manager buy-in. This will ultimately lead to higher quality hiring decisions and a better experience for candidates, recruiters and hiring managers.

One of the greatest benefits of video interviewing is that it completely facilitates the democratisation of recruitment. There can be increased collaboration all departments and offices. If your recruitment function is centralised from your company HQ, recruiters can easily share interviews with relevant hiring managers in a regional or international office, giving them more control and showing that their opinion is valued. Concern Worldwide, an international NGO, operates their entire recruitment team from their HQ in Ireland. Since introducing Sonru video interviewing, they are able to easily work with relevant team members in some of the remotest locations in the world.

Hiring managers can be involved in the interview structure and questions, leading to a more effective and productive process. Hiring managers will know what qualifications, skills and qualities are needed for the role. So-called ‘killer’ questions can be a great addition to an interview. These are questions that indicate a certain skill or ability, which is required for a particular role. For example, if you are recruiting for a sales role that requires fluent French, you could ask the candidate to respond to the question in French.

Completed interviews can be securely shared with relevant managers for input. Rating all or groups of candidates and adding comments allow hiring managers to have their opinion heard. Our client success team have some great advice for hiring managers who are invited to review a completed video interview – read them here.

Overall, video interviewing can lead to a more harmonious process and better quality hires. Check out some Sonru client success stories here and find out how they’ve implemented video interviewing, improving hiring manager buy-in, creating even better interviews and providing a great transparent and consistent candidate experience.