Secrets to Selecting a Video Interviewing Partner

By Michele Ellner, Director of Marketing, MontageTalent

With the constant evolution of HR technologies, the decision-making process for technology adoption can seem overwhelming. Video interviewing technology is still relatively new, so how do you even know what to ask?  How should you evaluate the different vendors in the marketplace? Fortunately, there’s much to be gained from other members of the talent acquisition community who’ve already become educated buyers.

Montage asked 300 Talent Acquisition leaders about the most important criteria in selecting a video interviewing partner. Here are some of their must-haves:

1. Ease of Use/Simplicity. There are three main parties who interact with the hiring technology – the candidate, the recruiter, and the hiring manager. Among them, familiarity with technology can run the gamut, so it’s no wonder that buyers are looking for technology that is straightforward and easy to use. Recruiters don’t have the time to navigate a complex, over-engineered user interface. Nor do they have the bandwidth to hand-hold their hiring managers or their candidates through the technology. If it’s going to stand the test of time, the technology must be effortless and fool-proof so that all parties can focus on the interview. When your main focus is talent acquisition, the interview needs to take center stage.
2. The technology must simply work. Superior Customer Service.  Customer service is a close second to ease of use. While it comes as no surprise that access to 24/7 service-oriented support staff ranks high among the surveyed talent acquisition decision makers, it’s instructive to remember why customer service is so important and what is at stake, specifically:

• Budgets have shrunk and recruiters and coordination staff already hold a larger workload than in past years, so taking on an added “help desk” role is not an option. Any video interviewing solution must come with its own comprehensive customer service support offering.
• In today’s environment the skilled candidate sits in the catbird seat and an organization’s hiring experience is critical to attracting them and influencing their decision-making process. Without great customer service, the entire candidate experience is put at risk, and with it, the employer brand and ability to attract top talent. Underscoring this point, 97.7% of TA decision makers agreed it’s important that candidates exit the hiring process feeling positive about the company.
• The needs of the company hiring managers can’t be overlooked. While supporting a great candidate experience is job #1, company leaders are hiring managers and must be satisfied with the technology and its support or the acceptance and use of video interviewing could be in jeopardy.

Read more….http://www.montagetalent.com/blog/secrets-to-selecting-a-video-interviewing-partner