Today many recruiters are experiencing budget squeezes, and so it becomes all the more important to find ways to cut down time to hire and minimise hiring costs. As we explored in our HR Trends Report 2017, technological innovation is the key to finding efficiencies in the recruitment process. Video interviewing, in particular, is capable of delivering enormous time savings over more traditional rounds of face-to-face or phone interviews.
For healthcare providers, it’s absolutely vital that they hire the right person for the job. While the necessary clinical skills may be gleaned from a review of a candidate’s CV or application, non-clinical skills and attributes – such as personality fit, communication skills, technological competencies, and other role-specific capabilities – can be impossible to judge without seeing the candidate. This is where video interviewing comes in.
One-way video interviewing – that is, the candidate recording a video response to set interview questions at their convenience – can be tremendously useful in the early stages of recruitment in shortlisting the candidates most suitable to take to the next stage. Jobatar’s unique service offering also facilitates two-way interviewing – effectively a branded, live-streaming two-way video link between the candidate and the recruiter – which can be useful later in the process, either in advance of, or even as an alternative to, face-to-face interviewing.
At Jobatar we have worked in partnership with healthcare providers to deliver exactly those recruitment efficiencies w’eve talked about above.
Chloe Henderson, Senior Recruitment Executive at Ashfield Healthcare UK had this to say about utilising Jobatar video interviewing to simplify and rationalise the hiring process: “Jobatar has streamlined our recruitment operations and has helped us process applications quickly and easily without compromising on quality. Jobatar has quickly become an integral part of our recruitment strategy moving forward.”
We have also partnered with Babylon, an innovative healthcare provider that aims to combine an accessible and affordable health service with 21st-century, tech-based solutions – including instant health advice via a smartphone app, and the ability to consult a GP via video chat. Because of the pioneering nature of Babylon’s healthcare model, it was important that they be able to gauge at an early stage of their doctor recruitment process which candidates were tech-savvy enough to be a good fit. Jobatar video interviewing made this a much more straightforward proposition.
Babylon’s hiring process is tough: just one in every hundred applicants is successful in becoming a Babylon doctor. Using Jobatar one-way video interviewing in the early stages has been crucial in achieving efficiencies over their previous recruitment process – a 30-minute phone interview followed by a 30-minute Skype interview with each candidate, which only allowed them capacity to screen around ten candidates per week. The Jobatar approach also helped Babylon present a strong brand identity during recruitment, as well as demonstrating to candidates the type of high-tech approach that defines the Babylon brand.
I’ll leave the final words to Peter McCluskey, Babylon’s Clinical Recruitment Associate: “Video interviewing is a great tool for our employer branding and bolsters our brand identity when we try to hire the best doctors in the world. Video interviewing has allowed us to shortlist our candidates faster than Skype interviews. It removes the hassle of scheduling and thus allows us screen more candidates in less time, and ultimately this helps improve the quality of hire for us.”