VIRTUAL INTERVIEWING

DJ NormanTalent Acquisition Leader

• The Selection Process1

• Explore Virtual Interviews & Tools2

• Value Proposition3

Agenda

Professional ProfileIndustry Experience (19 years)

• Entertainment (Paramount Pictures)• Business Consulting (EDS / Ernst & Young)• Retail (The Home Depot)• Consumer Packaged Goods (Coca Cola)• Information Technology (Micron PC)• Contingency Search

Leadership Roles • Executive Director, Talent & Analytics• Group Director, Talent Acquisition• Director , Employment Practices• Regional Manager, Human Resources• Recruiting Manager/ Technical Recruiter

Education B.S. Degree California State Polytechnic University, Pomona

AIRS Certified (CDR, CIR)

The Road toa Hire

The Selection Process

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

The Application Process

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

• Paper Applications• Emailed Resumes• Online Applications• Application Kiosks

“The Candidate Experience” or “Branding”

“The Gate Keepers”

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

• Resume/Application Review

• Phone Interview• Assessment Results

~10% = the # of candidates selected for a phone interview

How many applications do get each month/year?

“The Poker Players”

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

• Face to Face• Phone • Interview Results• Selections

~5% = the # of candidates selected for a interview

What % of your F2F interviews require travel?

“Show me the Money”

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

• Offer Determination• Compensation

Guidelines• Due Diligence

Interview to Offer Ratio Avg 3:1 Ratio

What is your current Time to Fill?

“The Finish Line”

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

• Start Date / Orientation• Onboarding• The Honey Moon Phase

~85% of the candidates that receive an offer start with the company

Considerations

• Recruitment Media/ Sourcing• Time to Screen (Recruiters)• Time to Interview (Managers) • Time to Onboard/Train• Candidate Travel Costs• Candidate Experience• Company Branding

Exploring Virtual Interviews

Definition of “Virtual”

Vir·tu·al [ vúrchoo əl ] 1.being something in practice: being something in effect even if not in reality or not conforming to the generally accepted definition of the term

2.generated by computer: simulated by a computer for reasons of economics, convenience, or performance

Virtual Interview

Conducting interviews OR collecting candidate responses via a computer, mobile device OR phone:– Structured Interviews via webcam on a

computer or mobile device– Audio responses via mobile device or phone

The Candidate Experience

• Candidates apply online or manually– Company branded experience– Live or recorded one-way interviews

• Key Wins:– Flexible scheduling – Consistent Process

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

The Recruiter Screen

• Review candidate responses – Review resume and application– Review candidate responses:

• Live during a webcam call• Recorded video or audio files

• Select the best candidate for the Interview Slate• Able to share recorded responses with Hiring Managers

• Key Wins:– Decrease the number of phone screens– Increase recruitment geography

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

The Manager Interview

• Review candidate responses – Review the resume & application– Select the best candidates:

• During a live virtual interview• Invite top candidates only for F2F interview before making

final hire selection

• Key Wins:– Minimize candidate travel expenses– Reduce Time to Fill

Hire

Offer

Manager Interviews

Recruiter Screen

Application Process

The Value Proposition

Key Measures • Recruitment Brand

– Candidate Experience– Recruitment Media

• Time– Time to Fill– Training/ Onboarding

• Costs– Manager/Recruiter Payroll– Candidate Travel– System Cost (ATS/Assessments)– Selection Tools

Controllable Costs & Measures• Recruitment Brand

– Candidate Experience– Recruitment Media

• Time– Time to Fill– Training/ Onboarding

• Costs– Manager/Recruiter Payroll– Candidate Travel– System Cost (ATS/Assessments)– Selection Tools

Cost Comparison - Example

Potential Savings ~$160K

(Option 1 – Current State) (Option 2 – Future State)

# of Jobs Year 300Interview to Offer Ratio 3Total # of Interviews 900% of Interviews Requiring Travel 20%# of Trips Required 180Avg Cost / Trip ($) $1,000

Total Costs $180,000

F2F InterviewsSet Up Cost (Branding/Training) $2,000Cost Per Interview $75Cost Per Webcam $24# of Virtual Interviews 180

Total Costs $19,820

Virtual Interviews

Value Proposition

• Reduced Travel Costs• Candidate Experience• Flexible Scheduling• Decreased Time to Fill• Expanded Recruitment Market• Sustainable Recruiting• Branding

Tools & Features

Notes• All tools require users to have a webcam and internet connectivity• These are a sample of the some of the leading vendors (not a complete list)

Cost / Pricing Model

MobileApplications

One-Way Recorded Interviews

Live Interviews

Custom Branding

Tech Support & User Training

Online Scheduling

Reporting & Candidate

Surveys

Governance

• Check your company policies (i.e. Social Media, Internet Use, Internal Selection)

• Review your plan with your HR/Compliance Team

• Check with I.T. to verify system requirements (i.e. firewalls, access etc.)

• Training Needs (Recruiters & Managers)• Select target roles and/or use a pilot

What are they saying…

Sr. Recruiter (PL) – I prefer Skype as it is easy to use with candidates and managers. We have telepresence but it takes tool long to schedule interviews. I use it for Supervisor & above level roles that require candidate to travel. I have even influenced HMs to make offers based on virtual interviews only.

TA Manager (JN) – I use Skype for phone screens of Sr. level candidates. I save the budget of cost based virtual interviews for use with Hiring Managers. The cost savings are a big benefit.

TA Director (JP) - I was excited about the HireVue system because it would allow me to do a live video interview in lieu of a phone interview for my Executive Search work… I used it once with a three way call between me, a hiring manager in DC and a candidate in England. It worked pretty well, there were some issues with audio, probably due to being my first time . The HireVue system allows people to use Skype or we can send them a camera.

What are they saying…

TA Leader (anonymous) - almost all of our exempt roles require a 3-round interview process and it can get quite pricey to fly folks in each time. To save money and make a nice impression on their prospects, we send iPads to 2nd round interviewees that live outside the general area where the HR managers are located. The iPads will be engraved with company logo, pre-loaded with an app that houses recruitment marketing material, videos, etc. and will be used for “face-time” interviews with each candidate. The candidates can keep the iPad, even if they don’t accept or aren’t offered the position.

Candidate (HL) – I had to practice for my recorded interview. I was sent a link by the recruiter and I had 2 days to record my respond to the questions… It was my first time having a virtual interview.

Questions

ResourcesVendor Web Address

http://www.skype.com/en/

http://greenjobinterview.com/

https://www.rivs.com/

http://hirevue.com/

Contact Information

DJ Norman(310) 384-0664