Video Interview

How to Look Great in a Video Interview

We came across a great post on LinkedIn pulse entitled "How to Look Great on Video" by Katie Wagner a social media guru, trainer and speaker where she talks about the proliferation of online video and how, for business owners, it can be "an important tool to connect with your target audience. Not only can you use video to explain or showcase your product, but it also helps your audience make an emotional connection with your brand." Although her post was aimed at business owners, we saw the opportunity to adapt her tips to make sure you look your best on camera (in a video interview).

How to Look Great in a Video Interview

Content in italics is from Katie's post.

Set up your shot - your place on screen

Professional videographers operate by what we call the ‘Rule of 3.’ When setting up a shot, you never want the subject of the shot (in this case, yourself!) in the middle of the screen. Instead, visualize dividing the picture up horizontally into thirds. The subject should be placed in 2/3 of the screen, leaving the other third to ‘breathe.’

Set up your shot - your posture

If you stand with your weight distributed between both feet, you will appear awkward and stiff. Instead, drop one foot behind you. This pulls one shoulder slightly away from the camera, and makes you appear more natural and less nervous.

In your video interview, you're likely to be sitting down in front of your webcam or mobile device but learn from Katie's advice and adjust your sitting pose or swivel your chair ever so slightly to one side.

Set up your shot - your body on screen
You want to see yourself from mid-chest level up. Any more than that, and your face is far away from the viewer. 

Set up your shot - your hands
At mid-chest level, your hands won’t be in the shot. However, if you use your hands a lot when you talk, they may fly up into the picture every now and then. This will be distracting for the viewer. Try bending your elbows softly, and touching the tips of your fingers together, about belt-level. That way, the part of your arms that the viewer sees in the shot looks nice and relaxed, but they won’t be distracted by your hands.

Dress the part
Katie had advised to “dress in a way that fits your job. If you wear jeans everyday, don’t put on a suit for your videos.” However, we're suggesting that you dress appropriately for a job interview. Just because asynchronous video interviewing affords you the opportunity to interview from home, it doesn't mean the interview process is any less formal or important so make an effort to make that good first impression with a dress code appropriate to a job interview. 

Be yourself

Katie offered great advise on how to communicate on camera which we've summarised below:  

  • Smile. It's not cheesy to demonstrate the joy and love you have for your discipline and your work. Actions do speak louder than words and here a smile is worth thousand 'I love X, Y and Zs."
  • Amp up your energy on video. The camera will make you look less energetic than you actually are – so over-exaggerate your expressions. Interviewers are always on the look out for people with energy and enthusiasm - don't be afraid to ham it up for camera - you will shine!
  • Forget your script. Get a handle on the information you want to convey in your video, and then just talk about it the same way you would to a prospective client. You’re probably good at talking about your business over coffee or at a networking event, so try to adopt the same attitude here.

Wise closing words from Katie and we couldn't agree more. There are few things in life less interesting that a script being churned out to us. You know your stuff, you love your subject, you'd love to get this dream job so Share, don't Shout to nail the job interview.

Good luck!

Graduating towards Video Interviewing

We all know the benefits of Video Interviewing (time, cost savings, candidate selection, transparency, volume recruitment etc.) particularly for graduate recruitment, that’s a given! So today we’d like to introduce you to some innovative use of Video Interviewing throughout the students’ journey -  how and where they are encountering Video Interviewing - not just in finding their first job after graduation.

A student's journey through Video Interviewing

When we think of students and think of Video Interviewing, we automatically think of its use within candidate selection for those coveted graduate programme places. However, over the years we've seen many of our clients thinking out of the box and finding innovative ways to introduce video interviewing to students long before graduation, specifically:

  1. Student Admissions - colleges are overcoming time and geographic limitations by innovating their admissions process with Video Interviewing to recruit and select students. Check out how Queen’s University Belfast and the RCSI are using Video Interviewing to select students while the Royal College of Art RCA and the George J. Mitchell Scholarship use it to select the recipients of their prestigious scholarships.
  2. Careers Services - how universities such as the University of Liverpool are using Video Interviewing to prepare students for success in the competitive world of post graduation job searching while Brunel have coined the phrase 'the Alifie Effect' after the outcome of the Brunel-Enterprise Fast Track Scheme.
  3. The Milk Round - let us not forget how Video Interviewing is being used to select the best candidates for graduate programmes across the world. Check out these case studies with Morrisons, Tiger Brands, Asda, Thames Water, nucleargraduates, UK Power Networks and Paddy Power.

FREE Resources on Graduate Recruitment:

Download our Graduate Recruitment Guide - a 2 page guide to Video interviewing with the specific focus on graduate recruitment.

Download our Graduate Recruitment Spotlight - The Client Experience, an analysis of the video interviewing data of over 800 graduate recruitment campaigns and over 20,000 graduate candidates.

Graduate Recruitment Spotlight - The Client Experience

“Quite regularly we would have candidates attend a final assessment centre that, if we’d met them first, it’s likely they wouldn’t have progressed to the final stage. We’ve dramatically reduced the number of final assessment centres that we’ve had to run – we’re making more accurate decisions on who to bring in and therefore more offers are being extended at final assessment.” KPMG 
“Our assessors can relate more to candidates before they meet them and feel like they know them before they present at Assessment Centre.” Nestlé

Graduate Recruitment Guide

Why use one-way video interviewing for early stage graduate recruitment?

  • Effectively and efficiently screen a large volume of applicants. 
  • Eliminate the scheduling pains of early-stage phone, Skype and onsite interviews. 
  • Enhance your employer branding and improve the candidate experience. 
  • Reduce time spent on early-stage interviews by up to 80%. 
  • Help you identify better quality candidates, quickly - before your competitors.
  • Allow you to see candidate’s personality, culture fit and body language.
  • 50% reduction in recruitment lifecycle and costs.
  • Facilitate better collaboration between recruiters and hiring managers. 

Long Live the Résumé

Over the past couple of months I have seen a pattern emerging amongst many of the organisations I visit. The conversation about the résumé and its ability to actually convey a candidate's competency and fit for a role. I’m going to put it out there, in 10 years time the résumé will be dead. Ok let me clarify that! Not dead for all roles but there will be little importance placed on résumés for entry level roles especially customer centric roles. 

Why you ask? I can write anything I like down on a piece of paper, I like talking, I’ll put ‘communication’ down as a skill. I get things done so let’s put ‘motivated’ down too. You get the picture, I think of a word and I can write it.  Today with the technology we have available I no longer have to rely on a piece of paper full of words. I have the ability to get candidates to fill out an application usually via my ATS and from there I have the ability to screen based on application answers or I could chose to put every candidate through a video interview. 

Next question, why would I put EVERYONE through an interview? Answer WHY NOT! Being successful at an entry level customer service roles is not dependent on experience. Time and time again I get feedback that being successful in these roles is completely dependent on Customer Focus and Attitude. How can I really judge a candidate’s customer focus and attitude? I can send them a video interview. I can see if they bother to do it and put effort into the areas I have asked. What I definitely can tell is if this person has a customer centric nature by their communication and presentation. 

The problem with entry level recruitment is that often we are comparing apples with oranges. We are comparing those with experience to those with none. How can I judge a candidate with little to no experience? I mean what are they even supposed to put on their résumé? What they put on there is irrelevant almost, I just want to see them in action and video allows us to do this. If a junior candidate has an exceptional attitude and communication skills I want them more than the candidate that has experience but lacks motivation. Anyway you get the gist.

So what do you think? Is the résumé dead for entry level recruitment? What are your predictions for the future? 

Editor's Note: You might want to join the debate on the contrary side of the argument over on the The Recruiter.com Network group on LinkedIn.

Guest Client Blog Post from Brunel University

Great guest blog from Sonru client Calli Amiras, Deputy Director of the Placement & Careers Centre at Brunel University. Calli tells us how they use Sonru for so much more than mock interviews, which was their original intention, and how their use of Sonru has enabled them to coin the phrase ‘the Alfie effect.’

I like to think that the Professional Development Centre at Brunel University is ahead of the curve. We’re early adopters, for example we piloted InterVisual- a video recruitment solution – over six years ago, that was long before video interviewing was being used in mainstream recruitment, not to mention academia.

Given Sonru’s position as market leader amongst AGR members, they had been on our radar  and so two years ago, we took out a small number of licenses and I’m quite proud that we were the first University Careers Service in the UK to use video interviewing.

Our original intention was to use Sonru for mock interviews but in practice we’ve done so much more such as:

  • Extension exercise Level 1 careers module Business School
  • HR Masters Programme experience of recruitment tools
  • MBAs
  • Interview training for international students : International pre-Masters
  • Internal selection: Phd teaching assistants
  • Mini internship local companies
  • Fast track placement/graduate scheme bundled with CV

Staff using the system commented on the ease of use and time saving during review and students were happy to be able to practice in the comfort of their rooms and get guided feedback during a review with a careers consultant.

Initial outcomes

  • The one-to-one mock interviews and feedback sessions were greatly enhanced. The advantage of being able to review and go over responses a number of times is a huge benefit. Students aren’t always able to remember accurately what they have said and seeing themselves on video enhanced the feedback and learning
  • Our students had been encountering online videos in various selection processes and were impressed that we could help
  • We used it with module development
  • It generated group work samples to critique
  • Facilitated In-house selection
  • Paved way for more informed and faster initial screening

The “Alfie Effect”

For our Fast Track Scheme, the careers service invited candidates to complete an asynchronous video interview which we bundled with the CV and sent to Enterprise Rent-A-Car.

Meet Alfie, here is a snippet of his “less than impressive” CV

Now here’s a screen grab of his Video Interview

When Enterprise Rent a Car saw Alfie on screen and listened to his responses, they invited him to the face-to-face interviews.

Alfie was hired and in fact was awarded a prize as highest performing student on the scheme.

He is now an ambassador for Enterprise Rent-A-Car on campus and we all agree Alfie would definitely not have been selected if shortlisting was paper-based.  

It’s all about Personality!

WEBINAR - Improving Accessibility with Video Interviewing - Wednesday 13th January at 11am (GMT)

When did you last take the time to think about how accessible your recruitment process is for those with disabilities? Register for our upcoming webinar on Wednesday 13th January at 11am (GMT) and find out why accessibility needs to be on your recruitment agenda for 2016.

 

Sonru have teamed up with EmployAbility for this webinar, aimed at raising awareness of accessibility in recruitment. This is an opportunity to challenge yourself to think about your end-to-end recruitment process and hear some practical advice for implementing changes. 

Diversity and Inclusion are hot topics amongst recruiters and are a high priority for many organisations as we go into the new year. In a recent post by Adam Gretton, Diversity and Inclusion Champion at Sonru and co-host of our upcoming webinar, we saw research showing how the focus is shifting towards a more open and accessible workplace for all. 

This webinar is a must see, not only for recruitment professionals but for anyone passionate about the areas of accessiblity and equal opportunity. Can't make it on the day? Register anyway and we'll send you the recording once the live broadcast is over.

Sonru 200,000 Candidate Insights Whitepaper

“Given that this is the fifth volume of our hugely popular white papers on the candidate experience of video interviewing, it seemed fitting to publish a more extensive update. This white paper, entitled “200,000 Insights on the Candidate Experience of Video Interviewing,” presents actual user data along with key findings from the candidate surveys.  We’ve also included some new data such as the time and device used to complete the interviews.

One of the more interesting aspects to this white paper is the grouping of responses by year since we began to formally collect candidate feedback. The shift in findings clearly demonstrates how far video interviewing has come since we started collecting this data in 2011.” 

Simply fill out the form below to receive your copy. 

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Pre-Screening Recruitment Technology

Recruiters are trying to reduce their time to hire, while increasing the quality of each candidate brought to the final stages of their recruitment funnel. Technology and innovative pre-screening recruitment tools are becoming the new norm in 2015. To gain a competitive edge, candidates need to keep up-to-date with these new pre-employment screening techniques. Don’t worry – we’re here to help! 

Skills Based Assessment

One of the biggest financial wastes in an organisation is staff turnover – but how can you prove to recruiters that you have the necessary skills for your dream job? Skills based assessment technology is helping recruiters to fill in the blanks, testing candidates for a wide range of skills using specific tests or tasks at different difficulty levels depending on the role. From programming abilities to clerical skills, this innovative technology lets recruiters make a more informed decision, before inviting successful candidates to the next stage of the process. For candidates, skills based assessment allows you to better showcase your skill set, bringing you closer to that dream job. You can complete the interviews at your convenience too – a huge focus for pre-screening recruitment tools.

Gamification

Gamification is the use of game elements and game design techniques in non-game contexts. Leveraging on peoples’ natural desire for competition, gamification makes technology engaging and enhances the user experience. This tool is great for recruiters and candidates (especially graduates!) as it encourages you to interact with the hiring organisation. For candidates, these games present you with scenarios and situations similar to those you would encounter daily in this role – how would you deal with a customer or what would you do in a certain situation. It allows you to shine and show your natural fit for the position. Gamification fits easily with the mobile, social and cloud technologies that are seeing colossal expansion in the recruitment world.

Social Media

Not so much a new method, but one that is gaining more and more influence as a regular pre-screening check for recruiters. According to a recent study by CareerBuilder,  52 percent of recruiters say they take to social media to search for candidates during hiring. But, what are they looking for? Sixty percent say they’re looking for information that backs up the candidate’s qualifications, and 56 percent say they want to see if the candidate has a professional online persona. Only 21 percent state that they are looking for reasons not to hire a candidate As my manager would say, “If you wouldn’t be happy with that status/picture/comment on a billboard in Times Square, don’t put it online.” Check out your social media accounts privacy settings, be mindful of your potential audience and don’t let poor spelling or grammar stop you from progressing in the recruitment process.

Video Interviewing

Have you been invited to complete a video interview yet? More and more companies have introduced video interviewing technology to their recruitment process, helping them to meet more candidates earlier in the process and ensuring the highest quality candidates progress. Video interviewing removes a lot of the everyday headaches associated with pre-screening interviews for recruiters. Replicating a face-to-face interview, video interviewing equals a more candidate-focused approach to recruitment. Candidates can complete your interview at a time that suits, in a location where you feel most comfortable. 86% of Sonru interviews are completed from home and over a quarter are completed on a mobile device. Get ready for your next video interview with some top tips or read Sonru Support FAQ’s.

Recruitment techniques and technology are advancing rapidly, shifting towards processes that engage and enhance the candidate experience. What other technologies have you come across in your job search? To read more about the candidate experience of video interviewing, read this great blog post or if you’d like to find out more about video interviewing best practices, download our latest white paper “Clients Know Best – Big Data Analysis of Video Interviewing Implementation”.

How to Prepare for your Next Video Interview

You've just checked your emails and there it is… an invitation to complete a video interview for your dream job. The recruiter has reviewed your application and wants to find out more about you. They want to “meet” you, learn more about your motivation for applying to this role, see your personality and if you’d be a good cultural fit. So, how should you prepare before you sit down to complete your video interview? Here are some top tips from Gerard, one of Sonru’s fantastic Candidate Support Agents.

Research, research, research

Knowledge is wealth, and this can’t be more important than before completing any type of interview. Research the company and their interview process in detail. If the company has a careers page, most of the information you need will be here. Otherwise, check the About page on their website where you will find information about company size, location, operation, sector. LinkedIn company pages are also a great place to find information. Look for recent official Press Releases, so you’re up-to-date with announcements and exciting developments. In case you’re tested on your knowledge of the sector, research competitors and recent changes in the industry. Read the job spec in detail and check out the LinkedIn profiles of some people currently in the role – you will get more info on what their day-to-day tasks are and it might hint towards the company culture. 

 

Find ‘hidden’ information in your Sonru account

It might sound obvious, but there’s lots of useful information given by recruiters in your Sonru invitation email and on the candidate engagement homepage once you log in to your account. Don’t skim read these – recruiters can customise their Sonru account and it’s all to help you do your very best in your video interview. Read the invitation email and pick out keywords. Take note of the deadline by which you must have completed your interview. Watch any videos included in the account – these usually give you a glimpse into life at the hiring company or introduce you to the recruiters who will review your completed interview. Pick up on tone of voice and language used in these; this will give you insight into the company culture. Make sure to read any attachments within your interview account such as job description, further instructions or information on the company. Make the most of this opportunity and try not to miss any detail.

Dress the part

It’s really important to dress as you would for a face-to-face interview, even though you know the recruiter will only be able to see you from the waist up! It may be tempting to wear your most comfortable sweats and a crisp white blouse, but dressing formally will actually make you feel more confident and assertive. Even your body language will change. This will ultimately affect your interview performance. Try to avoid busy patterns and crazy designs, instead opting for a block colour.

Test your equipment

Have you fully charged your laptop or mobile device? When was the last time you turned on your webcam or microphone? Don’t leave it until the last minute to test your equipment. You don’t want to miss your chance because of a faulty wire or bad connection. Completing a video interview is really easy and the system will flag if there is any issue with your hardware. With Sonru, our 24/7 support team are on-hand to help in the unlikely event that you have a tech issue (less than 1% of people do!).

Put your laptop or device on Do Not Disturb, blocking all incoming notifications and calls. Turn off Skype and Facetime. Make sure you have nothing running in the background.

Practice

As with everything, practice makes perfect. People are becoming more and more familiar and comfortable with video interview technology, thanks to mainstream social applications like Skype, Facetime and even Snapchat! Pick a time that suits you to complete your interview and then put aside time to practice. Practice, practice and practice again. You’ll gain more confidence with each practice interview and you’ll ooze coolness when completing the real deal.

Lastly, make sure to smile. The interviewer wants to meet the real you – they don’t expect you to be perfect so don’t worry if you make a mistake. This is your chance to leave a lasting impression on the recruiter, bringing your experience, motivation and personality to life. The more time you spend preparing, the more confident you’ll come across.

New White Paper on Video Interviewing Best Practice

A first of its kind in the industry, our latest white paper entitled “Clients Know Best - Big Data Analysis of Video Interviewing Implementation" presents a blue print for Video Interviewing best practice based entirely on an empirical evaluation of Sonru clients’ success factors. Read on to see the research highlights, access the white paper and to view the recording of a recent webinar with Maiken O'Byrne, Head of Client Success at Sonru.

Big Data on Video Interviewing

For this white paper, we looked at:

  • 12,000 randomly selected interview campaigns (55,000+ interviews).
  • 30,000+ candidate surveys.
  • Data relating to almost 1,500 candidates (from 97 hiring companies / 326 individual campaigns) who did not complete their Video Interview.

Research Highlights  

The average completion rate of the 12,000 interview campaigns analysed was 72%. However, when we looked deeper into the data, we found that: 

45% of all interviews analysed had a 100% completion rate.

Lessons from the Best (the 45% of interview campaigns that recorded a 100% Response Rate):

  • Use Video Introductions as a Best Practice.
  • Use a Branded Account as a Best Practice.
  • Best Practice for Number of Questions: 5-8.
  • Best Practice for Average Question Time: 1.5 - 2.5 mins.
  • Ideal Interview Length: 10-14 mins.
  • Ideal Interview Title: 3-6 words.

Key Learnings From Non-Completions

  • Reduce uncertainty.
  • Highlight advantages.
  • Reduce impersonal nature.
  • Ensure equal access.

For almost ten years we have been speaking at events around the world sharing our love and knowledge of video interviewing and it's interesting to see how the narrative of our presentations has evolved. In the early years, we literally explained what video interviewing was, gave a demonstration of it in action and shared the benefits for recruitment using case study examples. Thankfully, we no longer have to make a case for video interviewing because the world is now convinced so our presentations changed from ‘what is’ to ‘how to’ where we share tips on how to do it best.
Since 2007, we have been observing how our clients implement video interviewing and we are always keen to share these best practice tips across our client base.  This year we decided to do something very different - research the user data of over 12,000 randomly selected interview campaigns completed on the Sonru system to identify if there were any correlations or similarities in the implementation and communication around the most successful campaigns.   
The findings of this white paper present a blue print for Video Interviewing BEST PRACTICE based entirely on an empirical evaluation of Sonru clients’ success factors and the results are really quite exciting. Anyone can improve their video interviewing implementation by following the lessons from these leaders. 

Maiken O’Byrne, Head of Client Success, Sonru

To view the recording of 'Clients Know Best' webinar with Maiken O'Byrne, Sonru's Head of Client Success.

For the full white paper:

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HR SUMMIT & EXPO

Sonru Sponsors HR Summit and Expo 2015, Dubai

Sonru has recently expanded its presence in MENA, with the addition of Arabic to the candidate interface and a growing client base of some really great companies, including Gulf International Bank, NYU Abu Dhabi, Qatar Airways and Higher Colleges of Technology.

We’re excited to sponsor HR Summit and Expo 2015, taking place November 16-18 in Sheikh Maktoum Hall, Dubai World Trade Centre. If you are attending the event, don’t miss your chance to meet Danish Haidri, Managing Director-MENA and Daniel Richard, Managing Director-EMEA. The Sonru team will be at stand B48 over three days and would love to meet you to hear your thoughts on recruitment and video interviewing in the Middle East.

Sonru is sponsoring the 2015 HR Summit & Expo from Monday 16th - Wednesday 18th November. We will be on table B-48. Are you coming?

Here is the link to complete your FREE VISITOR REGISTRATION if you want to avoid cues - http://www.hrsummitexpo.com/Forms/visitor-registration/   

The HR Summit and Expo is the region's largest gathering of HR professionals. More than a decade of innovation and thought leadership has made the summit the ideal platform for the best learning, networking and inspiration.This year more than 3,000 HR professionals from the Middle East and beyond will be at the region's largest HR event - the HR Summit and Expo. In 2015, the HR Summit hosts a number of best-in-class global thinkers, authors and inspirational speakers.For over a decade, the show has been known for bringing together the world's leading thinkers, leading international vendors and the most inspiring HR professionals to share their ideas and make new connections. Join HR Summit and Expo for their 12th anniversary and discover what the future has in store for HR. - See more at: 

Sonru Welcomes Gulf International Bank (GIB)

Mr Nawaf Kably - Vice President - Head of Recruitment & Staff Benefits Administration, Human Resources with his team receiving the Sonru Recruitment Innovator Certificate from Danish Haidri MD MENA @ Sonru & Hamilton Resourcing.

Mr Nawaf Kably - Vice President - Head of Recruitment & Staff Benefits Administration, Human Resources with his team receiving the Sonru Recruitment Innovator Certificate from Danish Haidri MD MENA @ Sonru & Hamilton Resourcing.

Sonru, a global leader in video interviewing software, have further expanded their client base in the Middle East region with the addition of Gulf International Bank.

Gulf International Bank (GIB) was established in 1975 during the first oil boom and is incorporated in the Kingdom of Bahrain as a conventional wholesale bank. It is licensed by the Central Bank of Bahrain and is headquartered in Manama, Bahrain.

GIB is owned by the six Gulf Cooperation Council countries. Saudi Arabia’s Public Investment Fund being the major shareholder.

Gulf International Bank (GIB) is a pan-GCC universal bank that specialises in corporate and investment banking and has a growing retail footprint. In addition to its main subsidiaries, London-based Gulf International Bank (UK) Ltd., and Riyadh-based GIB Capital LLC, it has branches in London, New York, Abu Dhabi, Dhahran, Riyadh and Jeddah with representative offices in Dubai and Beirut.

In line with their strategic goals to provide innovative, convenient and customised financial products and services they have also led talent acquisition (TA) ‘challenges’ by innovating their TA process through Sonru Video Interviewing.

GIB’s Vice President - Head of Recruitment & Staff Benefits Administration Mr Nawaf Kably was given the Sonru Recruitment Innovator Certificate as the first financial services provider in Bahrain to adopt video interviewing.

“Overall we have invited 200 candidates to complete the Sonru interview to date. These candidates are mostly based in Saudi Arabia. Although we were very excited about the product, and the benefits it would bring, we had some concerns over how the candidates would respond to this initially,” said Khalid Alsada, Recruitment Manager at GIB. “However after reviewing the results from 175 applicants we are pleased with the overall outcome, we were particularly impressed with the positive comments about the video interview from candidates mentioning that it portrayed the bank in a favourable, modern and innovative light. We were positively encouraged by the number of women who completed the assessment, as there was a level of uncertainty as to whether they would take part. We also use an online psychometric assessment as part of our process, Sonru excellently supplements this, as it helps add a more comprehensive picture to the assessment scores and allows us to see the whole person, their communication skills, self-presentation skills and much more.”

About Sonru:

Sonru is a global leader in the field of video interviewing and selection, founded in 2007 by CEO Edward Hendrick. Sonru’s Global Headquarters is in Ireland, with regional offices in Europe, Asia Pacific, Middle East and North America.  We also have offices in Australia, UK, France and South Africa.

Sonru’s innovative, multi-award winning recruitment tool helps make early-stage selection easier for interviewers and candidates. Replicating a phone, Skype or face-to-face interview, video interviewing eliminates scheduling and removes the everyday headaches associated with preliminary interviews. Forget about scheduling interviews, time zone restrictions, no shows and unsuitable candidates. Video interviewing lets you “meet” the best candidates earlier in the process, see their fit, personality, drive and motivation, all while saving your company time and money.

Sonru enjoys a strong presence in the Middle East region with clients like Gulf International Bank, Qatar Airways, NYU Abu Dhabi and many more. Sonru also enjoys strong presence in the financial service industry with clients including UBS, Tesco Bank, ANZ, Johannesburg Stock Exchange.

For more information:
W – www.sonru.com
E – mena@sonru.com

About Hamilton Resourcing:

Hamilton Resourcing was founded in 2009 to provide global ‘passive’ executive talent acquisition services to regional organization. Realization of the need in the market to improve the quality of hire and retention in 2011 Hamilton Resourcing acquired exclusive regional representation rights of The McQuaig Psychometric System™. Evolution continued with the 2013 regional consulting partnership agreement with LinkedIn. In 2015 to further disrupt the outsourced talent management space Hamilton Resourcing singed the regional representation agreement with the global leader in video interviewing and selection, Sonru. 

By keeping each of its services independent; talent acquisition, psychometric & video interviewing and easily accessible our clients have the choice to address exactly what is needed. 

For more information:
W – www.hamiltonresourcing.com
E – info@hr-email.com

Sonru strengthens market position in MENA with addition of Arabic language

Dubai, 09th October 2015 - Sonru, a global leader in video interviewing software, today announced the addition of Arabic language to the candidate application, strengthening their presence in the region.

Trusted by leading companies across the world, Sonru is continuously upgrading to meet the specific needs of their internationally growing client list and their candidates. 

Arabic is now live on the Sonru candidate application, ensuring an even smoother video interviewing journey for Arabic-speaking candidates. Arabic is the 6th most spoken language in the world and is the native language of over 200 million people worldwide.

“Interviews can be a stressful process for candidates”, said Danish Hadri, Managing Director, Sonru MENA. “The addition of Arabic to the Sonru application makes video interviewing even more accessible for candidates across all regions. It also signifies Sonru’s dedication to companies in this part of world in helping them to streamline their early-stage recruitment processes with video interviewing technology.”

Reflecting the company’s position as a global leader in video interviewing software, and offices in Ireland, UK, France, South Africa, Dubai, Singapore, Australia and USA, Sonru is continuously upgrading the language capabilities of the application. Sonru is now available in 17 languages, including Chinese, French, German, Swedish, Korean and more.



Sonru has a large portfolio of clients in the MENA region, including Gulf International Bank, New York University Abu Dhabi, Qatar Airways and Higher Colleges of Technology. This latest addition allows more companies easy access to a wider talent pool using Sonru by video interviewing candidates from all four corners of the globe.

About Sonru

Sonru is a global leader in the field of video interviewing and selection. Sonru’s Global Headquarters is in Ireland, with regional offices in Europe, Asia Pacific, Middle East and North America. Sonru also have offices in Australia, UK and South Africa. The name Sonru stems from the Irish phrase “Bí le sonrú” which means to “stand out” and their video selection tool enables interviewees to do just that.

Recently recognised by both Gartner and Bersin as a leader in this space, Sonru has established the effectiveness and validity of using video in the recruitment process. Fortune Global 500 companies are innovating in their talent acquisition processes by using Sonru’s video interview solution.

About Hamilton Resourcing

Hamilton Resourcing is the regional consulting partner of Sonru, The McQuaig Institute, Integrity International & LinkedIn. For more information on HR services please contact us on info@HR-email.com.

Interview time!*#?

Interviewing stage is the make it or break it stage not just for the candidates but also the hiring managers and recruiters. This is not just an opportunity where the hiring manages and recruiters are judging the candidates but also an opportunity where the candidates are judging you. I have seen many good quality candidates being lost due to poor quality interviews. In reality how many people do really invest time to prepare for the candidate interview well in advance where they would dig into the candidates education history, employment history, achievements & rewards, passions and social media trends? In most cases we pick up the candidates profile when the receptionist tells us that the candidate is waiting.

There is a Better Way

With Sonru's asynchronous video interview solution you have time to prepare your questions well in advance. Include technical, temperamental, linguistic and even video based case study type questions. You also set the time to read and time to answer for each question as most candidates are expecting an intelligent well prepared interview. Most candidates want to work with companies where they see personal growth and innovation. 

Fair & Balanced

Most importantly most candidates are expecting a fair and balanced interview process where they will have a leveled playing field to represent themselves!! With Sonru you provide each candidate with exactly the same questions, time and technology platform to represent themselves.

100% Recollection

With HD recorded interviews each hiring manager makes the decision about the candidate based on the exact same recorded interview. There is no dilution of information on candidate feedbacks. What you see is what you get. (well maybe not exactly ;) ) 

 

Maybe its time to Sonru?

Advice for Reviewing a Video Interview

There’s a lot of advice out there for candidates completing a video interview, from how to avoid any technical issues, to what to wear. But, what tips would we give a hiring manager invited to review a completed video interview?  Our hard-working Client Success Team have put together their best nuggets of advice for the perfect viewer experience of video interviewing.


1. Engage with the Recruitment Process

Collaboration is one of the biggest benefits of video interviewing. You can get involved in the design of the interview, so make sure to jump in and get the questions that you really need answered included in the interview. Video interviews can be securely shared, allowing relevant recruiters and hiring managers to become involved in the process at a much earlier stage. If you are invited to view a video interview, make sure to engage with the recruitment process. Log into the system and give that candidate the time they deserve. Use ratings and comments to weigh in on the suitability of candidates for a position. Take this opportunity to let the recruitment team know that you think this person would be a great addition to your team, or could better suited elsewhere. Your opinion is important and valued – make sure to engage!

2. Prioritise “Killer” Questions

“Time is Money” - this well-known adage has been thrown around departments around the world for years. If you’re invited to view a completed video interview, be time conscious. Questions do not need to be viewed in the order they were presented to the candidate. A well-structured video interview will include some “killer questions”, questions that will quickly show you if a candidate is suitable for the role.  Prioritise these ‘make-or-break’ questions, to ensure you spend your precious time on the most suitable candidates. If fluent French is desired, skip straight to the question that requires a candidate to speak in French. You’ll quickly find out if this candidate has the required skill set for the position.

3. Review On-the-Go

Flexible working hours and increased access to technology has blurred the traditional 9-to-5 working model. We’re always connected and adapting our working hours inline with these new trends. The same goes for your candidates. Did you know that two thirds of video interviews are completed outside of normal business hours? (Find more stats on the Candidate Experience of Video Interviewing in our newest white paper) Video interviews can be viewed immediately after a candidate completes it, and you can review on-the-go using the free iOS and Android applications: on your commute to/ from work, between meetings, at home. Not only does this help you save time, it makes sure that when you are asked to weigh-in on a candidate, it easily fits into your schedule.

4. Use All the Support Channels Available

A video interviewing platform should be intuitive, simple and easy to use for candidates, recruiters and hiring managers. We’re not all tech-savvy, and viewing an interview should be a stress-free process. If you’re invited to view a video interview and are unsure about any aspect of the task, don’t hesitate to avail of the support channels available to you. Sonru support is available 24/7/365 to candidates and recruiters, Intercom gives you a direct line to a member of our team and we’ve lots of advice on our website. Your organisation will have a dedicated Client Success Manager, who will be very familiar with your account and always happy to walk you through the steps. We’re here to make your job as easy as possible.

Remember, if you’ve been invited to view a completed video interview, your opinion is valuable to the recruitment team. Our number one tip is to make sure you engage with the process: Give the candidate the time they deserve.

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.