Rolls Royce

 
 

Remote Interviewing
Accurate Reflection of Candidates
Massive Time Savings
Team Buy-In

"Our hiring managers love it as they’re not wasting time. They wouldn’t have been able to handle that many phone interviews ….also we have to remember that they have a day job and recruitment is just a small part of their role so it fits with their schedule."

Lindsey Gamble, Rolls-Royce’s Global Resourcing Manager – Engineering, Supply Chain & CHQ.

To schedule a Sonru demo click here.

Gulf International Bank

Sonru First Experience

 
 

“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. 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 surprised by the number of women who completed the assessment, as there was a level of uncertainty as to whether they would take part in this. We also use an online psychometric assessment as part of our process, Sonru excellently supplements this, as it helps add a fuller picture to the assessment scores and allows us to see the whole person, their communication skills, self-presentation skills and much more. ……” Talent Manafger - GIB

To schedule a Sonru demo click here.

 

Qatar Airways

Qatar Airways
Improved candidate conversions x 5
Reduce travel costs
Interview higher number of candidates in less time

Highlights

Sonru's video interviewing is ideal for pre-selecting suitable people to invite for face to face interviews.

We seized an opportunity to reduce the size of our applicant funnel relative to hires, reduce costs of travel and stabilise recruiter headcount. So, we decided to trial one way self-service interviews to test our expectations of savings for the same or better volume of results.

We started our annual plan with huge numbers, and wanted to effectively manage resources by interviewing only selected candidates that fit the required criteria. Video interviewing has allowed us to accomplish a much higher conversion rate of interviewees to placed candidates by zeroing in on those who met those initial requirements – both technically and interpersonally.

We have found is that we are able to interview a higher number of candidates in less time, allowing us to optimise the recruitment process.

We had a low conversion rate of applicant to hire in one of our hiring categories so the trial with video interviewing was aimed at improving this conversion rate. The conversion rate has improved over the life of the trial for that category by roughly five times from what it was previously, so we are pleased with its effectiveness. Elizabeth Johnston, Chief Human Resources Officer at Qatar Airways

One-way video interviewing helps Qatar Airways to kick start the preliminary selection process before the actual face to face interview.

Like a traditional interview, candidates don’t see the questions in advance. They click on a link in the invitation to read the questions and answer them one by one with a brief rehearsal and instructions on how to get ready.

Candidates cannot stop, pause or restart an interview once they begin. Qatar Airways can set the maximum read and answer times for each question. It is then decided when to review the candidate responses, and they can be viewed multiple times.

Links to the interview can be sent to hiring managers who can record their feedback of the candidate.

All that the candidate would require to have is a web cam and a reasonably sound internet connection.

Q1. What type of jobs are you seeing expansion in?

I saw that Cabin Crew and Technical positions featured in your recruiting program in September, are there other areas you are recruiting in and will you be using video interviewing in these areas?

One of the world’s fastest growing airlines, Qatar Airways has seen rapid growth in just 16 years of operations, currently flying a modern fleet of 122 aircraft to more than 125 key business and leisure destinations across Europe, Middle East, Africa, Asia Pacific and The Americas with the aggressive expansion continuing into 2013. Our total staff strength amounts to over 27,000 employees worldwide within the Qatar Airways Group.

In line with our expansion, Qatar Airways recruits suitable employees based on appropriate academic qualifications for the specified position, as well as demonstration of a clear career path with progressive experience.

On an interpersonal level, the airline seeks out individuals with strong leadership skills, who are problem-solvers, dynamic, and have a forward-thinking attitude, and who represent themselves as a strong fit with the company’s values.

In addition to the usual priorities of any airline that include flight crew and technical/maintenance roles, we have at the moment of a lot of ongoing recruitment happening for the opening of Qatar’s new Hamad International Airport.

Qatar Airways Group will manage and operate Hamad International Airport. The national airline Qatar Airways will be the principle operator of flights to and from Hamad when it moves its entire operations to the new airport by the end of the year.

Video interviewing is ideal for pre-selecting suitable people to invite for face to face interviews.

Q2. Again I saw that the majority of candidates came from Asia and Africa, was this the plan i.e. did you target these areas or was this a “global campaign”?

As an airline growing at a tremendous rate offering high levels of service, naturally Qatar Airways becomes an airline of choice for potential new recruits. Qatar Airways is recruiting candidates from around the world, largely because of the strong appeal of our aggressive expansion and award-winning business. There are no set regions for recruiting new candidates from. Candidates are free to apply for jobs with Qatar Airways and we welcome that.

Q3. Did you plan to use video interviewing from the start of the campaign or as you saw the geographical spread of the response?

We started our annual plan with huge numbers, and wanted to effectively manage resources by interviewing only selected candidates that fit the required criteria. Video interviewing has allowed us to accomplish a much higher conversion rate of interviewees to placed candidates by zeroing in on those who met those initial requirements – both technically and interpersonally.

Q4. Why did you decide to use video interviewing?

We seized an opportunity to reduce the size of our applicant funnel relative to hires, reduce costs of travel and stabilise recruiter headcount.

So, we decided to trial one way self-service interviews to test our expectations of savings for the same or better volume of results. What we have found is that we are able to interview a higher number of candidates in less time, allowing us to optimise the recruitment process.

Q5. Did you have any concerns about using video interviewing?

There is always a degree of skepticism in relying on new technologies so we managed our perceived risks in this area by conducting a comprehensive trial on video interviewing and are not relying on it for anything other than reducing the number of applicants put forward for face-to-face interviews.

Q6. Did you set any KPIs that you would use to measure the success of video interviewing and can you share these?

We had a low conversion rate of applicant to hire in one of our hiring categories so the trial with video interviewing was aimed at improving this conversion rate.

The conversion rate has improved over the life of the trial for that category by roughly five times from what it was previously, so we are pleased with its effectiveness.

Q7. It seems that “young” people accept video interviewing, what is your take and are there any concerns with the “older applicant?”

It just so happened that the vast majority of the candidate pool for the jobs targeted for this technology were in their 20’s and 30’s and they totally accepted this style of engagement.  After working with the system and experiencing its ease of use, we’re confident even more mature candidates will embrace the new technology as well.

Q8. Do you believe that video interviewing engages with candidates intelligently and enhances Qatar Airways “candidate experience”?

This approach allows us to very much standardise questions asked of candidates so comparisons really help our assessment consistency and also adds a level of transparency and diligence that would be otherwise hard to build.

Any system with in-built quality like this immediately enhances the hiring reputation of the company – leading to better applicant engagement.

Now that we’re through the trial phase, we are working on plans to take our applicant engagement through video interviewing to higher levels and the convergence of technology in the near future through the spread of devices like ‘Tablets’ will probably assist us to speed up that approach.

To schedule a Sonru demo click here.

EE Telecom

EE Telecom UK

Marc Douch, Resourcing Consultant from EE talks about the success of using Sonru video interviewing as part of their recruitment process

Time to hire cut by 50%.
Ideal for Internal Recruitment.

We didn’t conduct face-to-face interviews as we already knew them intimately. We felt that face-to-face interviews would have brought in too much subjectivity. We wanted to find out more about their motivation for applying, their feelings toward leadership, what they could bring to the programme and their ideas about store management for the future. Claire Chalk, Frontline Resourcing Senior, EE

About EE

EE, the biggest mobile network in the UK, is the first in Britain to offer superfast 4G mobile services alongside fibre broadband. Over 11,000 customer service and retail employees deliver EE, Orange and T-Mobile plans to over 27 million customers. Every year, their service centre teams have over 86 million conversations with customers, and more than 40 million customers come through the doors of more than 600 retail stores. Their websites receive over 35 million visits per month.EE have been using Sonru’s video interviewing software since late 2012 to select candidates across a variety of roles ranging from Head of Retail Estates to Regional Managers to Store Support Co-ordinators and their internal programme ‘

Aspire to - ’Ideal for the ‘Aspire to’ Internal Recruitment programme

Video interviewing appealed to me as a really good solution as all applicants would be coming from the same level, same role and would have already been through our external recruitment process. It would have been really hard to distinguish as opposed to external applicants we knew nothing about. Claire Chalk, Frontline Resourcing Senior, EE

The ‘Aspire to’ programme aims to develop existing assistant store managers to become store managers of the future. Given that there are currently about 350 assistant managers across the business, EE had anticipated a high response rate as everyone was given the opportunity to apply.  In order to get a place on the ‘Aspire to’ programme, candidates had to submit an application; meet the set criteria (e.g. be at a certain performance level, be with EE for 6 months and for their manager to support their application) and then complete a video interview. The decision was based on the video interview as Chalk commented:

We didn’t conduct face-to-face interviews as we already knew them intimately. We felt that face-to-face interviews would have brought in too much subjectivity. We wanted to find out more about their motivation for applying, their feelings toward leadership, what they could bring to the programme and their ideas about store management for the future. Claire Chalk, Frontline Resourcing Senior, EE

Benefits to the ‘Aspire to’ Internal Recruitment programme

Using Sonru for the ‘Aspire to’ delivered gains in terms of the length of the recruitment cycle and also relating to candidate selection. A quick snapshot of the number of applicants involved in each stage of the recruitment process for both 2012 and 2013 (the year EE introduced Sonru) is presented below.

“We made really good decisions off the back of the videos rather than the paper process with a phone or subjective face-to-face interview,” concludes Chalk.

Video Replaces Phone Interviews for all roles

Before Sonru, each phone interview could take up to 1 hour per candidate instead of a video interview which take 15 minutes to view. Helen Ling, Assessment & Selection Manager, EE

Sonru’s video interview has now replaced telephone screening outside the ‘Aspire to’ programme. However, the time savings were not the single benefit to replacing phone interviews with Ling citing the ease of set up and flexibility offered as well as improved conversion rates adding, “For a Regional Manager role, we invited the same number of candidates (6) to the Assessment Centre from the video interview as we would have from phone interviews in the past. However. we successfully hired somebody from those six. Before we would have had to run another Assessment Centre if we weren’t successful."

Better quality and fewer candidates brought forward

The strike rate at face-to-face has definitely improved. With the Resourcing Vacancies, we hired 3 out of 4 candidates seen at face-to-face. Simone Sellar, Lead Resourcing Partner, Corporate and Support Functions, EE

EE attributes their improved conversion rates to the video interviews which has led to time benefits to hiring managers. Generally, the recruiters watch all the video interviews then invite the hiring manages to view the shortlist to confirm if they should be invited to the Assessment Centre.

The benefit is that the hiring managers now tend to only see the great candidates. They get to see the candidates that I have screened and they save significant amounts of time. They also have huge flexibility in when they can view. Jonny Bevan, Senior Resourcing Consultant, EE

Bevan adds that “ultimately I was able to decline candidates that maybe would have been brought forward on the strength of their CV. This is particularly prevalent at the moment for the regional manager role.” Unanimous Positive Feedback

EE recorded extremely positive feedback following the introduction of Sonru, both internally among the recruitment and management team, and externally among the candidates themselves.

Ling maintains that the candidates found the video interview process ‘unexpected but good’ or ‘a different way of doing things,’ adding “some were a little apprehensive at first but once they saw how easy the technology was to use, they really bought into it. They could see it was easy to use and it sped up the process . They particularly liked that it gave them the opportunity to explain early in the process what they could bring to EE.” According to Ling, the viewers are “really happy, they loved it [Sonru] and want to use it every time now.”

Feedback from the recruiters has also been very positive as it offers more flexible to “carry-on with other ad hoc requests that came in and review the video when they had the time.” It allows a candidate to bring their CV to life. Everything tends to look so ‘samey’ on CVs for a given role, and this is really an opportunity for candidates to bring to life their highlights in a way that I can assess if they would be a good fit for the requirements of the role. Simone Sellar, Lead Resourcing Partner, Corporate and Support Functions, EE

100% of hiring managers said they prefer video to telephone interviewing with a hiring manager involved in a commercial role asserting that “it took 1 hour instead of 5 to screen to face-to-face interview.” Chalk recounted that the hiring managers “liked seeing the candidates under pressure, their body language, assessing if they had an engaging communication style. They liked that it ensured they got right calibre candidates to the Assessment Centres.”Conclusion

My favourite benefit is how simple it is from a candidate journey perspective, from our internal admin perspective, from our viewers’ perspective. It was just so simple and really straightforward for all parties pertaining to the recruitment process, that’s the beauty of it [Sonru]. Claire Chalk, Frontline Resourcing Senior, EE

Using Video Selection powered by Sonru works well for EE with a time savings, better candidates brought forward to Assessment Centres and an ideal solution to their ‘Aspire to’ internal recruitment programme emerging as the key benefits.

Thomas Cook Group

Innovation and Employer Brand

Volume Recruitment

I think it [Sonru] gives a great message to the market. We talk about being a digitally innovative organisation and this takes that one step further, we can actually show candidates that we’re doing things that little bit differently. Hannah Gorman, Talent Acquisition Manager at Thomas Cook Group

We caught up with Hannah Gorman from Thomas Cook Group to talk about their success with Sonru Video Interviewing as part of their recruitment process. Learn more at http://www.sonru.com

Technology changes all of the time so we have a real need for that kind of digital innovation and a massive part of the whole talent process has been finding a partner in Sonru to help us get to the market quickly, be effective in our communication message and make sure people know the real Thomas Cook.

It’s been hugely useful, so you can put hundreds and hundreds of applications through a video interview and then really scale it back.

I think it gives a great message to the market, we talk about being a digitally innovative organisation and this takes that one step further, we can actually show candidates that we’re doing things that little bit differently.

CERN

CERN

Applicants from 20+ countries.
Replaced phone interviews.
Cost savings.

CERN is known for the Large Hadron Collider, discovery of the Higgs Boson and birth place of the World Wide Web. We spoke to Anna Cook, Head of the Recruitment Unit and Anne Capodici, Recruitment and Sourcing Specialist about how they've been using Sonru video interviewing in their recruiting to find the best candidates across a variety of different profiles since 2011.

Asynchronous video screening by Sonru, it’s excellent! It has now become an essential and integral part of our recruitment process. Speak to any hiring manager at CERN and they will recommend it to you. In fact, ‘Sonru’ is almost a recognized verb in the CERN in-house vocabulary. James Purvis, Head of Recruitment, CERN


About CERNCERN

The European laboratory for particle physics, is one of the world’s largest and most respected centres for scientific research. From Nobel Prize winning physics to the invention of the World Wide Web (WWW) in 1989, its goal of pure research continues to contribute to science and technology. CERN is funded by 20 European Member States and as a result targets these states when sourcing candidates.

Recruitment Context

The screening of applicants across such a diverse geographical base translates not only into a potentially costly recruitment process but also considerable scheduling issues to accommodate candidates across different time zones. CERN promotes their vacancies via their own recruitment website, social networks and professional networks such as Twitter, LinkedIn, FaceBook and YouTube and also across over 40 job boards throughout Europe.

CERN have been using Sonru’s video selection software conducting over 700 interviews since February 2011 in the recruitment of over 100 roles across a diverse range of disciplines.

More Streamlined Recruitment Process

Watching someone speak about their project management experience will tell you a lot more than reading about it on their CV. Being able to see them, see their personality coming across enabled me to connect with them much more than phone interviewing.. John Osborne, Senior Civil Engineer at CERN

The introduction of Sonru has enabled CERN to eliminate the phone interview from their recruitment process. Furthermore, more thorough CV vetting would have been required.

Inviting 10 candidates to complete a video interview from 100 applications from multiple countries, to shortlist to 4 or 5 face to face meetings has made a significant impact on the costs of their multinational sourcing process with “huge savings in the cost of bringing people to interview: even reducing the number of personal interviews from 5 to 4 represents a 20% saving,” commented James Purvis, CERN’s Head of Recruitment.
We now use it systematically for almost all recruitments - it’s become a real cost saver as we are recruiting from 20+ countries to Geneva. James Purvis, Head of Recruitment, CERN

CERN do not have a multi-stage recruitment process, being invited for a personal interview involves one full day on-site which includes an interview, written tests and a site tour. The decision is then made after that one day so technology, such as Sonru, that assists CERN in selecting the best people to bring forward for this intensive one day session has been welcomed.

Initial Fears allayed through usage

Even the hiring managers, who were reluctant at the beginning about using Sonru thinking it would prolong the recruitment process, are now convinced of its use and admit it has accelerated the shortlisting of candidates. Agnes Jakab, HR Recruitment Unit, CERN
Despite initial internal reservations, CERN have come full circle in their attitude towards Sonru’s automated video selection tool, “Initially when I heard about Sonru, I was worried the process would take more time than conducting phone interviews but in fact it was much quicker, Sonru was perfect, it saved me time.” says John Osborne, a Senior Civil Engineer who was involved in the recruitment of a Project Manager in Civil Engineering.

Bringing better candidates forward

CERN users (both from the recruitment unit and the hiring managers) are confident that Sonru has helped select the best candidates to bring the face-to-face interview stage.

“In a recent case one of our users ran a selection process with Sonru and then another one without it, and realized the difference in the quality of the invited candidates the day of the selection board. He then got back to us saying ‘I will insist on using the video interviews for better filtering next time, it helps us so much in saving time for the members of the selection board, no more useless invitations,” adds Agnes Jakab from CERN’s HR Recruitment Unit. Rachel Bray, an Applications Support Technical Engineer at CERN agrees adding “On paper, some candidates appear to be ideal; with Sonru we have a more realistic appreciation of the candidate’s language skills, ability to express him/herself and a demonstration of how the candidate deals with stressful situations. We are confident that Sonru has enabled us to invite the best candidates for interview.”

An International Recruitment Solution

As CERN sources applications from 20 EU Member States and Sonru is available in CERN’s two official languages – English and French - this further promotes the tool internally as the ideal international recruitment solution.

CERN are Certain - Unanimous Positive Feedback

To tell you the truth - blown away. A video interview by CERN - it doesn’t get much better than that.

CERN Candidate

CERN recorded extremely positive feedback following the introduction of Sonru, both internally among the recruitment and management team, and externally among the candidates themselves. Candidate feedback included comments such as “To tell you the truth - blown away. A video interview by CERN - it doesn’t get much better than that,” and “I felt positive because it gave me the chance to participate in an interview for CERN and experience a new kind of interview.”

“Since the trial, we now use it systematically for almost all recruitments,” commented Purvis, adding “with a response rate of over 85%, no negative feedback from candidates, and buy-in from both the recruiters and hiring managers, Sonru is certainly the way forward for CERN.”

Conclusion

Everyone could fit recruitment in and around their own busy agenda. James Purvis, Head of Recruitment, CERN

Using Video Selection powered by Sonru works well for CERN with time saving regularly cited as the number one benefit.

"The flexibility, being able to watch the video interviews at your leisure was excellent. I watched most of the videos from home so having this sort of flexibility meant I could concentrate on my own tasks during business hours," added John Osborne.

Purvis agrees on the advantages of being able to view and share the video interviews by adding “everyone could fit recruitment in and around their own busy agenda.

”With over 200 openings which include jobs, graduate/post graduate posts and internships in the pipeline, Sonru’s video selection tool now forms an integral part of CERN’s recruitment process.

Video Selection fits very well with CERN’s strategy of using video within the HR function. James Purvis, Head of Recruitment CERN

Queens University Belfast

Queen’s University Belfast

Replicated Multiple Mini Interview (MMI) online.
Ideal for International Applications.

In terms of our international recruitment, using Sonru I’d say we’re ahead of the march in our ability to be able to identify the best people. Professor Donald Burden, Director of the Centre for Dental Education, Queen’s University Belfast

About Queen's Centre for Dental Medicine

The Centre for Dental Education is responsible for the organisation, management and delivery of the Dental course at Queen's. The School of Dentistry has been responsible for delivering dental education in Northern Ireland since 1920. The five-year undergraduate course in Dentistry is based on the requirements of the UK’s General Dental Council (GDC) and was ranked number one in UK by the Times Good University Guide in 2008.

Context

Two years ago, the Centre for Dental Education began using the multiple mini interview (MMI), a structured interview format the purpose of which is to assess applicants’ non-cognitive skills such as: maturity and responsibility, interpersonal and communication skills, confidence, self awareness, empathy, ethical and moral values, and awareness of the demands of training as a dental surgeon. This year, the Bachelor of Dental Surgery (BDS) programme opened 15 places to international students (non-UK/EU). The Centre for Dental Education used Sonru to replicate the Multiple Mini Interview process online to standardise the interview process for all applicants (UK/EU and non-EU).About the Multi Mini Interview (MMI)The MMI system was first developed by the School of Medicine in McMaster University Canada to address two widely recognized problems. First, it has been shown that traditional interview formats or simulations of educational situations do not accurately predict performance in medical school. Secondly, when a licensing or regulatory body reviews the performance of a dental or medical professional subsequent to patient complaints, the most frequent issues of concern are those of the non-cognitive skills, such as interpersonal skills, professionalism and ethical/moral judgment.Queen’s MMI interview process consists of a series of mini interviews where candidates are presented with a 'scenario' based question.  The candidates meet eight interviewers (all members of the Dental School teaching team) in pairs across 4 different rooms. Each interviewer asks one question and the candidate is given 4 minutes to answer.  There is absolutely no prompting/interaction during the interview.  All students are scored and ranked in the same way; the applicants with the highest scores receive an offer. There shouldn’t be any significant variance between the scores from each of the eight interviewers and the scores are tested for reliability using Cronbach's α – a coefficient of reliability commonly used as a measure of the internal consistency or reliability.

Automating the Multi Mini Interview (MMI)According to Professor Burden, Director of the Centre for Dental Education, who championed the Sonru project, “Sonru worked very well, we presented the scenario based questions in written format and allocated each respondent with 4 minutes to answer the question”. In order to reproduce the same environment, the scoring was done exactly the same as it is done face-to-face i.e. the interviewers were shown the video interviews in pairs and given the same amount of time to allocate scores. The scores were also tested for scientific reliability.

Initial Fears allayed through usage

When the staff of the Centre for Dental Education were informed that Sonru’s video interviewing solution was going to be used to automate the MMI process for non-EU applicants, two key concerns emerged. The first concern related to an increased workload but the Administrative Manager Helen Martin was pleasantly surprised ‘how easy it was to organize and excellent from the administrative perspective’. Interviewer Orlagh Hunt agreed and ‘could see a huge benefit for backroom staff as they had less to do in terms of arranging the interviews and meeting and greeting interviewees etc.’. Secondly, both the administrative staff and interviewers were concerned that Sonru would be difficult to use but unanimous positive feedback with respect to ease-of-use of the Sonru system was recorded. Interviewers and administrators found it ‘extremely easy to use, completely served the purpose and worked well’, ‘very straightforward’ and were ‘surprised how easy it was, it didn’t take up much time.’

Experiencing and Grading the Candidate

What was uniquely useful about Sonru was that it was a stress test in itself which is relevant for our admittance procedures. Dentistry is a stressful occupation so an applicant’s handling of the Sonru system may be indicative of how they might handle other stresses. Professor Burden, Director of the Centre for Dental Education, Queen’s University Belfast

As the objective of the MMI process is to assess non-cognitive skills particularly communication skills, there were concerns that the video interview format might not be appropriate. Interviewer Orlagh Hunt worried that "we’d miss communication skills using Sonru but it was very apparent watching the video responses if they [candidates] were looking at the screen or looking away or whether they were engaged”. Fellow interviewer Susan Morison agreed adding from the interviewer’s perspective that the system ‘gives you the opportunity to concentrate on what they [the candidates] are saying’.

Sonru was better than face-to-face from a marker’s perspective, the ability to grade answers worked and was quite objective Susan Morison, Educationalist, Centre for Dental Education, Queen’s University Belfast

Furthermore, the Interviewers felt the automated interview was more advantageous for candidates. Interviewer Orlagh Hunt added ‘in some ways the Sonru version worked better, you don’t feel bad writing or making notes while the interviewee was speaking.’Flexibility without Compromising Structure

The date and time to view the interviews wasn’t set in stone, you could rearrange it with your Interview partner whereas if you missed the days of face-to-face interviews it would make the MMI scoring difficult, the process wouldn’t be effective as the Interviewers would not be uniform. Orlagh Hunt, Educationalist, Centre for Dental Education, Queen’s University Belfast   Although the MMI interview process has a very rigid structure, the ability to view the video interviews online offered enormous flexibility to the eight Interviewers. Professor Burden welcomed the convenience of enabling the Interviewers to ‘fit it around their schedules – they either came in early for work or stayed a little later to get it done without upsetting their own work’ instead of the traditional method which takes ‘1/3 of my clinical staff away from their work for 3 days’.

Ideal for International (non-EU) Applications

Professor Burden found ‘Sonru ideal for interviewing International applicants’. Without automated video interviewing, typically colleges send 2 members of staff to a particular location and as a result are limited to interviewing applicants only from that region and it is impossible to administer the MMI unless you fly out the entire Interviewing team. Professor Burden added ‘

It also allows us to reject in a less difficult environment, as in the student has not incurred the expense and time in traveling thousands of miles to sit our interview’. The Interviewers agree that Sonru was ideal MMI interview solution for international applications.

It’s a much better option than bringing students over or sending interviewers out as it enables us to use exactly the same process as the UK/EU students Susan Morison, Educationalist, Centre for Dental Education, Queen’s University Belfast   Orlagh Hunt added ‘the great thing about this is that every Non-EU applicant was doing a Sonru interview so it was standardized, it wouldn’t be fair to have some applicants doing face-to-face and others automated’. Sonru offers an edge to those in the competitive world of dental and medical education as Professor Burden maintains ‘in terms of our international recruitment, using Sonru I’d say we’re ahead of the march in our ability to be able to identify the best people’.

Conclusion

We do a lot of analysis of our interview processes and are quite pleased with our assessments. We are confident the Multiple Mini interview has transferred onto the Sonru system. It suits us very well. Professor Donald Burden, Director of the Centre for Dental Education, Queen’s University Belfast

Sonru worked very well for Queen’s University’s Dental School with the ability to successfully replicate the structured Multiple Mini Interview (MMI) online to ensure a standard screening interview process for applicants all over the world.

‘It has reduced staff costs and time but also delivers a robust and reliable interview system’ concludes Professor Burden, Director of the Centre for Dental Education, Queen’s University Belfast

Schroders

Schroders

Reduced time to hire, administration and cost of inviting candidates for on-site interviews.
ATS integration.

Highlights:The technology works really well. It saves on administration, time to hire and cost of inviting candidates for on-site interviews, plus it’s a really clever adoption of familiar web technology to a business process.

The video interview process allows us to reach out to a higher volume of screened candidates expressing our desire to know more detail about why they want to work with Schroders.  Recruiters and managers are free from the hassle of co-ordinating diaries for interviews and instead have video interviews to view from their pc’s whenever it’s convenient.

I would say go for it and enjoy the results! Fin Lavery, HCM Solutions Architect and Project Manager at Schroders Investment Management Limited.

Mercy Health

Mercy Health

50% reduction in time to hire.
Higher conversion rates than traditional recruitment.

For Mercy Health, one of the significant advantages of using video interviewing is the ability for our hiring managers across multiple site locations to view the interview and assess their suitability for the role.

For example we recently had an applicant based in Sydney apply for a role in Albury, NSW. Our applicant was able to complete the interview in their home in Sydney, the General Manager was able to view the interview on site in Albury, and our Regional Human Resources Manager was able to view the same interview from our Support Services Office in Melbourne. Sandra Cinar, HR Manager Aged & Community Care

About Mercy Health

Mercy Health is a Catholic community benefit organisation founded by the Sisters of Mercy to deliver health, aged care and community services. Each year they care for over half a million people across Victoria, New South Wales and the Australian Capital Territory. Attracting and retaining dedicated, skilled people to provide health services with compassion and respect is business critical and integral to Mercy Health.

Recruitment Context

Mercy Health implemented video interviewing for Aged Care and Community Services after conducting a successful pilot program in late 2012. Sonru has assisted hiring managers in screening and short-listing candidates prior to face-to-face interviews, significantly reducing the time spent on first round screening which was previously conducted via telephone.

Sonru has been utilised for a range of roles across Aged Care and Home & Community Care, from entry level positions to senior roles. A total of 300 candidates have been interviewed for 16 positions including Cleaners, Personal Care Assistants (including PCA trainees), Personal Care Workers, Enrolled Nurses, Clinical Manager, Facility Manager, Rostering Coordinator and Team Coordinator.

Recruitment Process

Mercy Health advertisements are generally posted on SEEK as well as the Mercy Health Careers website. Depending on the role advertisements may also be placed on university job boards, industry specific job boards or in local newspapers. If a position is particularly difficult to fill, Mercy Health may enlist an agency to further attract candidates. Sonru is also used to screen agency candidates prior to proceeding with a face-to-face interview.

Short-listed candidates are then invited to attend an assessment centre or a face-to-face interview. Face-to-face interviews are conducted by a minimum of two people, generally the hiring manager and a HR representative.

Process Transformed - Over 50% Time Savings

Sonru video interviews have now replaced the traditional telephone screening, resulting in a 50% time saving for hiring managers. Candidates are sent an invitation to complete the one-way Sonru video interview allowing them to complete the interview at their convenience within the allocated timeframe. Interviews are then watched in one sitting, further saving time for the hiring manager.

Due to the dispersed nature of Mercy Health’s sites, Sonru has enabled viewers across multiple sites to view a candidate and quickly assess their suitability for the role. In addition to the time saved through conducting interviews with Sonru, it has also resulted in less time spent trying to contact a candidate to schedule an interview time.

Geography Made Easier

For Mercy Health, one of the significant advantages of using video interviewing is the ability for our hiring managers across multiple site locations to view the interview and assess their suitability for the role.

For example we recently had an applicant based in Sydney apply for a role in Albury, NSW. Our applicant was able to complete the interview in their home in Sydney, the General Manager was able to view the interview on site in Albury, and our Regional Human Resources Manager was able to view the same interview from our Support Services Office in Melbourne. Sandra Cinar, HR Manager Aged & Community Care

Conclusion

Sonru’s Video Selection tool worked well for Mercy Health with a 50% reduction in time to hire. Since implementing Sonru, Mercy Health has experienced a great number of candidates attending interviews and increased engagement from candidates in the recruitment process. Results have also shown that candidates screened through Sonru are far more likely to translate into hires than candidates who have been screened via traditional methods.

Thames Water

Post Office

80% cost savings.
Ideal for high-volume recruitment.
Employer brand.

Recruitment Context

Of the 20,000 applications received for 100 temporary Christmas positions, Post Office video interviewed 1,400 candidates in just 2 weeks.  Brett Davies, resourcing manager at the Post Office maintains they could never have assessed that number of people in such a short time frame using conventional means. The results were impressive including significant cost savings.

Highlights:

Overall, it saved around 80% year-on-year in terms of travel, venue and similar costs. Previously, prospective candidates would have attended an assessment centre with up to 20 trained assessors hired for the day, so we could easily be spending £50,000 to run 10 assessment days.

This made it easy for the resourcing team to match the responses to the criteria and then pass them through to the hiring manager for review. The hiring manager can then see the video interviews and decide who to contact for the face-to-face interviews.

One of our big drivers is about ‘thinking digital’, so being comfortable with technology is an indication to us that they can work in a branch using a self-service kiosk or our Horizon counter system. As an employer we have a responsibility to stay ahead of the curve and offer candidates an application process that doesn’t rely on antiquated methods. Brett Davies, Resourcing Manager at the Post Office