Using Video as an Interviewing Tool By: Daniel Richard & Emma Barbour.

Using Video as an Interviewing Tool

By: Daniel Richard & Emma Barbour

Using Video as an Interviewing Tool© Sonru.com 2014

A quick Introduction to Sonru

• Take online screening to the next stage using video

• Make better decisions with more information

• Multiple viewers of Interviews

• Hear and see the person on video

• Candidates do not see questions in advance

Some Clients:References:

Asynchronous video screening by Sonru, it’s excellent!

James PurvisHead of Recruitment, Programming & Monitoring group, CERN


Who are we?

• UK Power Networks is responsible for keeping the lights on for customers regardless of who they pay their bill to. We are not an electricity supplier - we are a distribution company.

• We operate across London, South East and East of England. Circa 29,000 km2

• We own and operate the network of underground cables and overhead power lines that bring the electricity to your door.

• Since 1 November 2010 UK Power Networks has been owned by the Cheung Kong Group (CKG).


Where do we operate?

BurySt Edmunds

Crawley

London

HemelHempstead

Stevenage

Cambridge

KingsLynn

Peterborough

Norwich

Ipswich

Chelmsford

Maidstone

Brighton

Guildford Dover

Serve nearly 8 million customers in the London, South East and East

of England (almost a third of the country’s population).

UK’s largest owner and operator of public distribution networks


Our 3 programmes

• Engineering Programme

• Business Programme

• IS Programme

25

9

2

UK Power Networks 2014 Graduate Programme


• Graduates – Engineering, Business and Information Systems

• Industrial Placements and Summer Internships

• Foundation Apprentices and Experienced Apprentices

• Engineering Development Programme

• Smart Metering Initiatives

• Total number of hires in 2014: circa146

• ……………Team of 2!

Our training programmes


Stage 0

•Candidate self de-selects Stage 1

•Application form and ‘killer questions’

Stage 2

•Online testing

Stage 3

•CV and Application Screen

Stage 4

•Sonru Online Interview

Stage 5

•Assessment Centre

- 25%

- 10%

- 30%

- 10%

Our process


Purpose and Context

• Bring through quality candidates but also ensure we have robust selection

tools in place to allow us to select out unqualified candidates

• Impact the conversion ratios and assessment costs through a ‘smarter’

selection process – ‘Bulk’ of applications screened out at the early stages,

with only the top 25% (target) of candidates seen at assessment.

• To provide the groundwork from which to create a consistent, transparent

and fair selection process that lends itself to continual review and updates.

Assessment and Selection Process


• UKPN love video… key part of employee engagement strategy

• CEO is on video newsletter every month

Video and UKPN culture

‘This film is about us, our colleagues and our Company. It highlights the essential service of electricity distribution that we provide on a daily basis. Enjoy watching the UK Power Networks story and see how we positively impact on the lives of the customers and communities we serve

on a daily basis’


Video and UKPN Culture


Benefits

Recruiters

• Times are changing – the traditional CV screen is not enough

• More engaging recruitment process makes it easier to engage top talent

• Differentiation between equally qualified applicants

• Diversity of competency assessment – the softer skills and non-verbal cues

• Economical – financial costs and time limitations

• Convenience – no more scheduling headaches!

• Multiple opportunity to review

So, why Sonru?


Benefits

Candidates

• Time constraints of telephone interviews

• Availability – especially for passive candidates

• Diversity of competency assessment – the softer skills

• Confidence – pondering the big questions!

• Allows for candidate innovation

• Interviewing on the move

So, why Sonru?


Benefits

Hiring Managers

• Higher calibre candidates at face to face assessments

• Stronger identification of applicants pre assessment centre or interview

• Team fit

• Allows for hiring manager innovation – review competencies that a CV can’t easily demonstrate

• Sharing – Peer and manager review

• Dispelling of any pre-conceived opinions or perceptions

So, why Sonru?


Perceived negatives

• Loss of the personal touch – when does the first human contact take place?

• Assumption of availability of technology

• Connectivity

• Costs increase of earlier stages of selection

• Learning curve

• Small talk

• What could be missed?

So, why Sonru?


What the Grads think


• 2012• 107 invited and 90 completed (84% completion)

• 2013• 85 invited and 68 completed (80% completion)

• 2014• 66 invited so far

• 44% completed within 5 days

3 years of success!


• We know it works – rolling out across the training programmes!

• More videos to come - new hints and tips videos with ‘special guests’ in the form of our senior managers or Directors congratulating on reaching this stage of the process.

• Different types of assessments – presentations as well as questions?

Where next?


Start video interviewing!

Visit our website www.sonru.com

I’m here to answer any questions or organise/schedule a demo

Using Video as an Interviewing Tool By: Daniel Richard & Emma Barbour.

Documents

Transcript of Using Video as an Interviewing Tool By: Daniel Richard & Emma Barbour.