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Using Video as an Interviewing Tool

Using Video as an Interviewing Tool

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Using Video as an Interviewing Tool

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

  2. 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 Purvis Head of Recruitment, Programming & Monitoring group, CERN

  3. 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).

  4. Kings Lynn Norwich Peterborough Bury St Edmunds Cambridge Ipswich Stevenage Chelmsford Hemel Hempstead London Maidstone Guildford Dover Crawley Brighton Where do we operate? • 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

  5. UK Power Networks 2014 Graduate Programme Our 3 programmes • Engineering Programme • Business Programme • IS Programme 25 9 2

  6. Our training programmes • Graduates – Engineering, BusinessandInformation 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!

  7. Our process - 25% - 30% - 10% - 10%

  8. Assessment and Selection 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 ratiosand 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.

  9. Video and UKPN culture • UKPN love video… key part of employee engagement strategy • CEO is on video newsletter every month ‘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’

  10. Video and UKPN Culture

  11. So, why Sonru? 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

  12. 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

  13. 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

  14. 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?

  15. What the Grads think

  16. 3 years of success! • 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

  17. Where next? • 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?

  18. Start video interviewing! • Visit our website www.sonru.com • I’m here to answer any questions or organise/schedule a demo