Need to recruit top tech talent? Don’t leave it to chance

Despite the recent shift to an employer-driven market, industries with growing skills shortages and gaps still struggle to attract the best people – meaning top tech talent is in high demand. Tech talent encompasses a variety of roles, from data scientists, developers and engineers to IT professionals. Their specialist skillset and organisations’ need for rapid growth and development means great salaries alone aren’t enough to recruit these candidates effectively.

LinkedIn reveals the tech sector has the highest turnover rates and tech professionals can receive up to 32 job solicitations each week! This fierce competition is putting pressure on salaries, employer branding and HR team budgets.

To recruit the highly-sought-after tech skills you need to drive growth and innovation in your organisation, don’t leave your talent attraction strategy to chance. Whether you’re a large organisation or SME, here’s how to attract top tech talent.


1. Offer career development opportunities

The data doesn’t lie. LinkedIn’s latest top tech talent report reveals the top reason these professionals leave their positions is due to concern for career development; the top reason they join new organisations is the hope for a stronger career path/more opportunity.

Interestingly, 43% of organisations are boosting their upskilling efforts after coronavirus. What learning and development, or career development opportunities do you provide to your people? What about the chance to work with cutting-edge tech? How are you promoting these messages to the market?

Offering career development opportunities could be the single biggest competitive edge you have in your talent strategy. Be sure to promote this messaging in your employer brand and recruitment journey.

Check out our article: “Why upskilling works for attraction and retention.”


2. Optimise your communication channels 

Review and optimise your primary communication channels to ensure your employer brand messaging is on point. When competing for top tech talent, your employer brand is the key way to distinguish yourself from your competitors. Start by reviewing and optimising your careers website, job ads and social media channels.

Are your values and benefits front and centre? Are you sharing stories about your people?

Software development firm Atlassian builds a compelling employer brand by promoting their Employee Value Proposition (EVP), sharing authentic content, and measuring KPIs.


3. Offer a competitive salary and benefits

At the end of the day, tech professionals know their worth. Because they’re in high demand, they have the upper hand in salary negotiations and choosing the roles that are right for them.

If you can’t compete on salary, consider the overall package and benefits you can offer. Perhaps you can offer flexible working arrangements, superannuation benefits, or performance-based incentives.  Perhaps you have a great company culture and a passionate team who are excited about the work they do.

With Australia needing 100 000 more tech professionals by 2024, the ever-shifting technology landscape is making it harder to maintain a viable talent pool. For top tech talent, the right role for them isn’t always about the salary. Offering exciting career development opportunities and building your reputation as an employer of choice matters to candidates. Make a plan to attract top tech talent strategically, and don’t leave it to chance.


3 Tips to Attract Top Graduate Talent for 2021

Whether it’s in law, tech, finance or government, all organisations are under increasing pressure to attract and retain the best of the best from the latest graduating cohort. And the current market hasn’t made this challenge any easier. Social distancing, closed borders and lock-down restrictions have wreaked havoc on recruitment; yet GradConnection’s recent survey, Impact of Coronavirus on Graduate Programs, found the demand for graduates hasn’t lessened. The majority of employers are reporting no or very little change to their hiring numbers for 2021.

This means the market for quality graduate candidates will continue to be tight for the foreseeable future. So how can you ensure your program is attractive to the top graduates? Here are three tips to attract the best graduates to your 2021 programs.


Prioritise diversity and inclusion

Review the language and strategies you use to attract and communicate with graduates so you don’t unintentionally turn-away high-quality applicants. The majority of today’s graduates value diversity as a crucial factor in their decision to work in an organisation.

Offering Equal Opportunity, Indigenous, and Neurodiversity programs is an excellent way to showcase your commitment to diversity and inclusion – beyond a HR mandated inclusion statement at the bottom of a graduate brochure. The language we use in our communications is also very important. Whether it’s intentional or not, we all carry implicit biases in our everyday language. It’s important to make conscious efforts to avoid this. Tools like Gender Decoder or Microsoft’s new AI tools can help when designing any communications, including recruitment advertisements.


Create a smooth candidate experience

91% of Generation Z (those born after 1997 and currently overtaking Millennials as the largest generation) agree technological sophistication impacts their interest in working for a company. While not all 2020 graduates will necessarily be Gen Z, you can be sure all of the top graduates will be fielding multiple offers. This means your candidate experience could be a crucial factor in their decision making.

The ever-increasing popularity of various social media platforms has produced a hypercognitive graduate cohort very comfortable with collecting and cross-referencing many sources of information and integrating virtual and offline experiences. This makes a great candidate experience paramount. Technology has continued to make dramatic inroads into the recruitment industry, streamlining systems and processes, so don’t get left behind by your competition. Ensure your application processes and response systems are efficiently engaging graduates throughout the entire recruitment process – even after they’ve accepted, continuing through their onboarding and orientation.


Offer the chance to make an impact

More and more studies are showing how graduates aren’t looking at the reputation of an organisation, or their entry salary but at the opportunities, their employees have to make a difference, in the world, within the organisation, and within themselves. According to the AAGE’s Candidate Surveys over the past few years, today’s graduates are accepting graduate opportunities based on:

  • the quality of the training and development program (27.69%),
  • the opportunity for career progression (24.68%),
  • the quality of the work (19.12%), and company culture (15.89%)

If you’re committed to attracting and retaining top graduates, give some thought to the culture at your organisation. Do you have clear socially conscious values? Have you presented a clear career path full of learning opportunities to your graduates? Will their work be recognised in a meaningful way? Are your current employees happy to come to work? It’s tough to attract top graduates if your newly employed grads look like they’re eager to leave.

Your recruitment strategy shouldn’t focus on attracting more graduates; rather, it’s about ensuring you remain a competitive option to the right graduates. Prioritise diversity and inclusion, create a great candidate experience and showcase how your people have the chance to make a positive impact. With the level of competition in the market, these strategies make a huge impact, so when the New Year begins, you’ll have the right talent in place for your organisation to reach its potential.



Internal mobility: Why upskilling works for attraction and retention

During April 2020, there was a letter-board sign outside a church in the suburbs of Brisbane that read:

Make your choices based on your hopes and not your fears.”

While this sign may not have been targeting talent leaders specifically, it may have been more relevant to our field than we thought. Just two months later, findings from PwC’s Talent Trend report, Upskilling: Building confidence in an uncertain world, revealed only 18% of CEOs have made significant progress establishing employee upskilling programs in their organisations over the past year.

Was fear holding them back? Fears their employees might leave after they’ve gained their new skills, uncertainty around what skills their workforce will need in the future, or maybe they were scared to commit to the financial cost of employee upskilling?

Unfortunately, these anxieties have obstructed the other 82% of organisations from seeing the significant benefits of upskilling.


Enhanced Employee Retention

77% of employees said they’d be willing to upskill, and Deloitte reports that opportunities for career progression — or lack thereof — is the No. 1 retention incentive. Of the few companies that are making significant progress on upskilling, building employee engagement is reported as the biggest benefit.

By not only investing in employee upskilling and training but also creating opportunities to put their new skills to use, you’ll increase their value to your organisation and send a clear message that they have a valuable place in the company’s future.


Upskilling Attracts High-Quality Talent

Talented people want to work with businesses that value learning opportunities, making them more attracted to organisations known for their commitment to upskilling. In a Gallup report, 59% of millennials, 44% of Gen Xers and 41% of Baby Boomers stated opportunities to learn and grow were extremely important to them when applying for a job.

In addition, when employees feel a sense of purpose and engagement in their organisation, they become stronger brand ambassadors. These brand ambassadors are then more likely to refer their own network contacts and friends to open positions because they know their company will invest in their future.


Improving the Bottom Line

Upskilling your workforce costs money, but more often than not employee upskilling is less expensive than the cumulative costs of recruiting and onboarding new employees with the desired skillset. Extended job vacancies also lead to other potential costs like:

  • Productivity loss
  • Lower morale
  • Revenue loss
  • Inability to grow business.


If it’s going to take you months to fill a position, you may be able to train one of your current employees to do the job in the same (or shorter) amount of time. It’s also more likely to be easier to fill the less senior, or entry-level role vacated by an upskilled and promoted existing employee than finding external candidates with the required specialised skills and experience.

Employee upskilling can be disruptive and while it does take time and money, the benefits usually far outweigh the risks. That being said, it’s always important to measure your return on investment via financial results, customer satisfaction, employee retention, talent attraction and/or societal impact.

Great organisations are not built on luck or wishful thinking; they’re built through the passion, skills and dedication of their employees. Business cultures who support life-long learning and upskill their workforce will remain the most competitive and relevant.


If you need some guidance shaping the process for your hiring needs, get in touch with us at Alcami Interactive to request a personalised demo.



3 new recruitment metrics to track in 2021 and beyond

As a HR Manager or talent leader, your role is constantly evolving. Not only are you expected to multitask, establish processes, lead your team and communicate throughout all levels in your organisation, you also need to recruit the best people. Additionally, depending on how your industry and organisation has been impacted this year, you may have limited budget or resources to recruit effectively.

Being able to make data-driven decisions through recruitment metrics ensures you’re spending your valuable time and resources in the right places.

Choose recruitment metrics aligned with your organisation’s strategic goals and assess how new recruitment metrics can be better suited for this purpose.

Here are three new recruitment metrics you should consider tracking in 2021 and beyond.


Velocity of hire

According to Smart Recruiters, velocity of hire is fast replacing time to hire as a metric of choice. While time to hire is easily trackable and provides a useful general overview of your hiring process, it can encourage teams to speed up hiring without considering the nuances and resources it takes to hire certain roles. Don’t assess your recruitment speed in isolation by relying solely on time to hire.

Velocity of hire, on the other hand, measures the percentage of roles filled on time. If hiring is a strategic priority for the success and growth of your organisation, this metric helps you understand whether or not you can hire the right people when you need them. (If your capacity to fill critical roles is sitting below 50%, you’ll have your work cut out for you!)

Velocity of hire gives you and your executive team the ability to accurately plan and forecast to meet growth targets. Also, tying your team’s function to your organisation’s goals allows you to shape your long-term strategy and cement your position as a strategic leader.


Applicant-to-hire ratio

Do you know how many applicants you need to make a hire? PageUp recommends knowing your applicant-to-hire ratio means you won’t need to advertise roles longer than necessary, or close them prematurely. You also won’t get stuck managing more applications than necessary or be limited in your ability to find the right person for the role.

Measure your applicant-to-hire ratio as a percentage. PageUp research suggests, as a general guideline, at least 25 applications are needed to make one successful hire (an applicant-to-hire ratio of 4%.) Note, however, this differs between industries.

How much does your organisation’s metrics differ to this benchmark? If your organisation’s ratio is significantly lower than this, you’ll need to do more work optimising your employer brand, sourcing channels, job ads and/or screening processes.


Hiring source

In an employer-driven market with many candidates looking for opportunities, some organisations may mistakenly believe posting ads on generalist job boards is enough. While this may get roles filled, it isn’t necessarily the best strategy to secure top talent.

Even in the current market, organisations are still competing for top talent. So where are the best places to reach them?

To ensure you’re getting your opportunities in front of the right people, assess how effective each of your sourcing channels are. First, assess the number of applications you receive per channel. Next, identify the channels which resulted in successful hires.

For example, you may discover you’re receiving the majority of applications through a particular job board; however, the majority of your successful hires come through your careers site, or employee referrals.

When used well, recruitment metrics help you evaluate your processes and ensure you’re bringing critical talent into your organisation, when you need it. As your role continues to evolve, we recommend tracking these more sophisticated recruitment metrics to gain richer data and inform your strategic decision making.


If you’re looking to improve your candidate screening process, get in touch with us at Alcami Interactive to request a personalised demo.



Embodying Diversity and Inclusion in the Public Sector

Three Questions To Ask Candidates To Determine Their Diversity & Inclusion Value Add


It is no secret the public sector has been facing the challenge of a declining diverse workforce in recent years. Naturally, Australians expect the public service sector should reflect the diversity of the country’s population. Debates about our political structures’ diversity has led to government agencies developing and publicising Diversity and Inclusion (D&I) strategies, key to rebuilding trust and confidence in the government.

According to the OECD organisation, there seems to be growing consensus among OECD countries (Organisation for Economic Co-operation and Development) that pursuing diversity may enhance core public service values such as fairness, transparency, and impartiality. Hence, policies to improve D&I strategies have started taking shape. A concern is that this level of diversity is only skin deep. 


For D&I to have any long-lasting effect, it needs to speak directly to the DNA of an organisation.  

Employees are the heart of every business. It is all well and good to aspire to build an inclusive culture which values differences, however, if your employees are not the embodiment of this core value, then no matter how strategic you are in your processes and how successful you are at increasing your diversity metrics, your D&I strategy may fail.

Looking at a candidate and ticking a box based on their skin colour does not encompass the entirety of diversity. For example, recruiters need to ask the right questions to candidates – looking beyond particular attributes – to determine their diversity and inclusion value add. 


Top three questions to determine D&I value add

By bringing this dimension to their diversity strategy, recruiters and talent acquisition managers will not only increase diversity statistics of their workforce, they will build a workforce which fully embodies the Commonwealth’s core value of D&I. 

Here are three questions to uncover whether candidates will support or hinder your organisation’s efforts to build a welcoming and supportive environment. 


1. Describe your understanding of diversity and inclusion and why it is important?

This is a great question to deep dive into the candidate’s broader understanding of these concepts. Employers can decipher whether or not the candidate grasps each term’s true meaning and whether they see merit and a commitment to them in the workplace.



2. Please provide an example of how you have demonstrated a commitment to diversity in a prior role?

This question will indicate how proactive the candidate will be in creating an inclusive and belonging culture. Our aim here is to know the candidate won’t just be a passive bystander,  they will actively help make the environment a welcoming environment where everyone feels supported to contribute and positive about their opportunities within the organisation.



3. Can you give us an example of a time when you worked with or helped somebody of a different culture or background to your own? 

Assessors can gauge how the candidate is likely to behave based on their past actions. This is specifically aimed at assessing the candidate’s ability to translate their values and beliefs into action.

D&I is a multidimensional concept which needs to be treated as such within hiring processes if public service is to experience any true, long-lasting workforce diversification and belonging. Recruiters and talent acquisition managers are encouraged to look beyond the colour of an applicant’s skin complexion and background. The public sector must bring in talent that aligns with their commitment to D&I. The right questions will give the assessor insight into the candidate’s values, beliefs and likeliness to act in ways which support D&I. 

If you need some guidance shaping your screening process, get in touch with us at Alcami Interactive to request a personalised demo.         




The Importance of Candidate Experience and Employer Branding for Aged Care Providers

How Video Interviews Create an Outstanding Experience

2020 for many employees, has been a year of unintentionally shedding the old and unfolding of the new. Recently Aged Care has received a lot of attention for two reasons.

One, the first half of the year saw many employees unexpectedly unemployed and back in the job seeker market. The recruitment landscape has become flooded with skilled, top-quality candidates.

Two, the ongoing workforce crisis that is no secret in the Aged Care sector.  So now more than ever, honing the candidate experience and focusing on brand image is imperative to organisations winning top talent now and in the future for the greater benefit of our senior citizens who need care.

According to LASA in their 10 Days in July series, the aged care workforce will need to grow from 300,000 to 800,000 by 2050 to meet the demand of Australians expected to use Aged Care services. Brand image will become a top priority for every aged care provider’s strategy for attracting and retaining talent. Employers can provide a brand immersive candidate experience starting with their recruitment processes. Organisations are judged instantaneously by candidates, a negative judgement can quickly damage a company’s brand image if a candidate passes on their judgements to others who are influenced.

A quality candidate experience could win you the best talent. Besides winning top talent, delivering an outstanding experience can make customers and brand advocates out of both your successful candidates and your unsuccessful applicants. On the flip side, a bad experience can lose you top talent and damage your organisation’s brand and reputation. Looking at both sides of the coin, it is clear that there are numerous benefits to a business enhancing their candidate experience.

The importance of building a reputable employer brand

Having a reputable employer brand is imperative for an organisation’s strategy and especially one that finds themselves in a competitive market. Not only does it help to recruit better candidates, it will also help to reduce hiring and marketing costs and improve productivity. So how can your brand stand out in the recruitment experience and cut through to secure top talent? Through a unique and memorable Digital Experience that considers the needs of the candidate at every touchpoint.

Top Four ways Asynchronous Video Interviews improves the candidate experience

The implementation of asynchronous video interviewing (VI) can drastically improve the way candidates perceive your brand throughout the hiring process. Recruiters can easily build a seamless, easy and comfortable process. Here are five ways VI improves the candidate experience and bolsters corporate brand:

1.   Asynchronous Video Interviews create engaged applicants from the get-go.

By introducing VI early on in the screening process, organisations can engage candidates earlier than their competitors. Using your leadership team and fellow employees to video record questions in your VI screen creates an interactive experience that will produce a sense of energy, passion and motivation for your brand rather than the lack-lustre long process of traditionally waiting for the resume screening or scheduling of a phone screen that suits both the hiring manager and the candidate.

2. Asynchronous Video Interviews Provides Equal opportunity.

Using VI, organisations can deliver a consistent experience to all applicants. Every candidate is reassured that they are being given the same questions, in the same order, delivered in the same way with the same time allowed to answer it. This strengthens candidate experience as no candidate will feel discriminated against, knowing they have the same opportunity as all other candidates. It will also build the organisation’s reputation for being an equal opportunity employer.

3. Candidates respond at their convenience with Asynchronous Video Interviews.

Without asynchronous VI, schedules become part of the mix. The toing and froing between missed calls, returned calls and the time bound nature of 9-5 working hours creates inefficiency and extended delays in filling positions. VI makes it possible for employers to offer candidates a process to be interviewed at a time and place convenient for them..

4. You can screen more candidates with Asynchronous Video Interviews.

The ability to screen more candidates in less time means recruiters can invite a broader pool of candidates to interview for roles. More candidates are given an opportunity to be seen, where they may have been screened out due to a lack of capacity in processing volumes of candidates.

Needless to say, a positive candidate experience will benefit any Aged Care provider.

Improving your candidate experience will directly impact your employer brand and reputation. Including video Interviews in your recruitment cycle will help you to:

  • Engage candidates sooner
  • Improve your corporate brand as an equal opportunity employer
  • Create an interview that can be taken at the candidate’s convenience

Taking all of these things into account will radically improve your chances of winning top talent over your competitors now and into the future as your workforce grows with the demand in the industry.

If you need some guidance shaping your screening process, get in touch with us on our contact page. 



Australia’s Diversity problem in Reality TV: How Diversity Technology Seeks to Solve it.

Who we see on our screens shapes how we see and understand our society and our identity. So what does it say when we don’t see our face reflected on screen?

Reality TV. A genre that, by its very name, suggests it to some extent reflects our reality. Though we know it isn’t real, we still want it to mirror our lives. When it comes to assembling reality TV casts reflective of our multicultural Australia, we are at a crossroads. Shows like Masterchef and The Voice are paving the way for Reality TV by showing a more accurate representation of Australia’s cultural diversity. However, though Australia seems happy to watch People of Colour (POC) sing and cook their way into our hearts and homes, we are not ready to see them dating or falling in love. Year after year, The Bachelor and Love Island have been criticised for not being able to tell their contestants apart.

Now a question lies in whether Australia’s people (one in four of whom come from a culturally diverse background) are not ready for diversity or is it the networks and producers who aren’t?

It’s no longer enough to cast the ‘token guy/girl’ of that reality show and then wipe our hands clean of diversity, having ticked the box with one cast member. It’s time to break down the systemic racism that plagues our country and has extended itself into our homes through our televisions.

Change from the top down

In an interview with the Huffington Post, a former reality producer identified that lack of diversity across heads of studio, heads of programming, and heads of network is why there isn’t more talent diversity.

A report by Media Diversity Australia (MDA), ‘Who Gets to Tell Australian Stories’, examined the presence of cultural diversity across our free-to-air news and current affairs programming. States the boards of the TV networks in Australia are overwhelmingly Anglo-Celtic, and that “As of July 2020, every national news director in Australia is from an Anglo-Celtic background, and is also male.”

Diversity in the top levels needs to be addressed if we are to see any real change on our screens. MDA director and co-founder Antoinette Lattouf said:

 “Other than SBS all [network] boards lack representative cultural diversity and this no doubt has a trickle-down effect. At a news director level, both national and at state levels, the leadership is even more culturally monolithic.”

Empowering casting directors to tackle diversity with Diversity Technology

Addressing these top-level issues will take time and requires prioritising D&I strategies at the top levels of networks. So we want to address what those on the ground can do to continue to combat the lack of diversity we are seeing on our TVs and build greater inclusivity within our nation.

Unlike any casting platform currently on the market, Alcami Interactive contains Diversity Technology. This software, unique to us, enables an Evaluator to hide certain aspects of the candidates’ audition to help reduce bias led casting decisions. Casting directors can activate capabilities such as:

·     Hiding video – minimises any potential appearance or age biases assessors may have.

·     Personal details – mask spelling of applicants name to reduce any ethnic bias an assessor may have by spelling a name.

·    Disguising voice: masking indicators that could raise prejudice, such as an accent and gender.

·   Hiding feedback from applicants: If assessors want to assess applicants objectively without allowing information from applicants to influence the decision (such as having connections internally).

·    Hiding evaluator feedback from other assessors: Minimises chances of group-think.

Utilising diversity technology during screening will help casting directors to evaluate all candidates fairly based solely on the content of their audition rather than through the lens of any prejudice they may unknowingly hold. Encouraging decision-makers at higher levels to also view candidates using these features may increase the number of diverse candidates being selected for later stages of screen tests and finally increasing the chances of assembling a culturally diverse cast.

If you need some guidance shaping your screening process, get in touch with us at Alcami Interactive to request a personalised demo.



Has Video Interviewing Rendered the Resume Obsolete?

Tips for Hiring Managers on Optimising this new medium

As we usher in the new normal, digitally-driven interviews are rapidly becoming the preferred way to screen and select candidates. Mishaps are inevitable when you’re mastering a new tool. Understanding this medium and keeping a few points in mind for a video interview will enable you to get the most out of it.

In our latest blog, we explore tactics you can teach candidates to have them more readily prepared for their Video Interviews. A tactic that will save you more time in the process. Let’s first explore what not too long ago was the norm.

The Traditional Interview Process

Due to the overwhelming number of resumes many supervisors receive, it is estimated that they only spend six seconds skimming it when making a decision. This subpar assessment tool can present a disservice to the manager and the applicant, wasting precious time and missing out on potentially remarkable candidates. For one, resumes don’t give you the full picture of an individual. With conventional resume screening, you may encounter the situations below.

  • An impressive resume may equate to a not so impressive candidate in person. Or maybe someone who is just not right for the position.
  • A resume that may not stand out might be passed over, but the person might interview well and turn out to be an excellent fit for the position due to their personality and attitude as well as culture fit.

Fortunately, in our current digital age, screening applicants is becoming quicker and more accurate with the complementary use of video interviewing to the traditional resume. The benefits not only extend to managers but prospective candidates as well.

Video Interviews – The New Normal

Overall video interviewing is a time saver for both parties.

Hiring Managers or Talent Acquisition Specialists easily send an invitation to potential candidates (after their initial resume screening) to take a one-way interview electronically. This eliminates the need for back and forth contacts to schedule an interview. The ease of this process allows for a larger pool of candidates to be screened than what would be possible if hires led straight to face to face contacts.

Specifically, for managers who want candidates who are highly qualified but also the right fit for the position and the business, this online interface is more flexible and insightful. It allows managers to quickly see the person behind the resume, track the applicant’s progress, and share the applicant’s interview with other team members. When candidates receive an interview invitation, they typically complete the interview in 24 hours allowing them to get to the best candidates first.

Candidates also benefit from participating in a selection process that is more intuitive and has adapted to the changing times. With the ability to access the interview from any device, individuals can now provide a more in-depth, rich presentation over what a resume can offer.

For candidates whose resume tends to get lost in the crowd, video interviewing means they might have opportunities where previously they would not. More candidates get offered a chance to complete a video interview. This new process can afford many persons the ability to truly stand out.

How can you help your candidates?

Consider that this is not a customary medium for many of the applicants and hence giving them some initial tips and pointers is not necessarily giving them a leg up but educating them on the new digital way. The ones that listen can then be considered as quick learners, a skill that brings an abundance of value to any organisation.

Consider sending the following points to them before they start their interview process:

– Be aware of what can be seen in your video window—interviewing from your bed? Maybe not the best idea.

– Don’t wear stripes. Stick to bold colours; lines can distort on screen.

– Communicating through technology can make for stilted and flat communication. Video interviews have the benefit of time. So practice expressing yourself on camera until you’re comfortable and can put your best self forward.

– Choose appropriate attire – A video interview is as important as an in-person interview. Dress as you would if you were having a candidate meet you in the office or if you were a candidate going to an in-person interview.

– Look straight into the camera. It can be disconcerting to speak one way, but looking down the ‘barrel’ – as they say in the film and tv industry – gives the feeling of eye contact to the person watching adding a touch of connection.

Having candidates more prepared brings many benefits to the busy hiring manager. Aside from time saved, the stats reveal many more benefits.

What do our stats reveal?

One-way video interviews are effective at achieving the results managers need while delivering the flexible, fast process both parties want.

  • Faster placement — 58% reduction in time-to-offer
  • Efficient process — 80% decrease in time spent on each interview
  • Better interviews — 90% approval ratings by hiring managers

Resumes are still valuable and can be used in conjunction with methods like video interviewing to gain a more complete picture of an applicant. However, their position as the standard-bearer of assessment in hiring situations is fading.

To learn more about video interviewing contact Alcami Interactive to request a personalised demo.



High volume recruiting – Optimising for Speed & Quality

No matter what industry a business is in – albeit financial, tech or retail – they will always be faced with high volume hiring challenges.

Imagine, being able to rapidly screen candidates according to your specific business hiring needs. By integrating a process that quickly helps you identify top-quality candidates, all while maintaining a fair and equitable interviewing process. One that delivers a consistently positive experience and even creates brand ambassadors and customers along the way.

All hiring managers and recruiters know that high volume recruiting precipitates a long and tiring process. Traditionally a hiring manager would be faced with an onslaught of resumes to sort through. What follows is the manual labour of categorising into the most qualified and least qualified piles (based solely on what’s written on that two-sided piece of paper). Next is the scheduling and then finally the phone or face-to-face/group interviews. This is all before realising half of the candidates aren’t the right fit for your business.

Lack of speed and inefficiency frequently means missing out on top applicants that were further along in the hiring process of competitors.

Why Video Interviews for High Volume Hires

Ultimately, Video screening interviewing means you are able to screen 50 applicants in the time it would take you to phone screen 15. What would normally require a hiring manager to be physically present in some manner to assess each individual is now assisted by the use of video and AI to speed up this process.

When being faced with volume hires time is of the essence. Optimising hires with video means managers simply produce video questions, a task that is done once and is delivered to all applicants. This negates recruiter bias and ensures each person is being asked the same questions, removing any variation from the interview process.

On-demand video also gives the hiring team a bigger picture view. For example, video helps to identify those that are a great culture fit for the organisation and allows more time spent on their video while spending less time on those that aren’t. Simultaneously organisations are able to showcase employer brand and workplace culture to candidates. This allows for both parties to decide whether or not they are the perfect fit before investing more time.

Video Interviews Create Greater Satisfaction

Video Screening has significantly increased satisfaction across the board. Candidates appreciate the freedom granted to take the interview at a time that suits them, while also reducing the time and cost spent on getting to and from the interview. Hiring teams, as a result, experience reduced no shows.

Hiring managers and recruiters who are leveraging video screening experience greater job satisfaction and happiness. Before using video screening many businesses we have worked with experienced turnover of recruiter roles as high as 30%. After implementing video that number reduced as low as single digits.

* Image sourced from Job Adder

Video as a Competitive Advantage

To have a competitive edge, quick, accurate assessments are essential, especially when it comes to volume hiring. As a result of COVID-19 unemployment is at record highs (a total of 1.6 million in Australia) and now is a great time to hire and secure great talent. Employers need to be able to move quickly in making their hiring decisions during this time to secure them before their competitors do. A survey conducted by Job Adder (to discover the impacts of COVID-19 on recruitment agencies) revealed 82% of respondents now have a completely remote workforce.

Therefore it has never been more important to have efficient remote screening and interviewing processes in order to identify and secure the top-quality candidates earlier in the hiring process.
To learn more about video interviewing contact Alcami Interactive to request a personalised demo.



Top 6 Tips to Improve Your Hiring Hit-Rate with Video Interviews

With remote recruitment being the norm in 2020, teams in the talent acquisition space are embracing all that HR tech has to offer to improve their processes at each step of the hiring process.

With new ways of working, opportunities to embrace change and adapt are aplenty.
Here are our top tips to ensure a seamless integration of on-demand video into your hiring processes and improving your hiring hit rate.

1. Communicate the VI process with your candidates

It’s essential to communicate your process clearly with your candidates. By offering tips to help them succeed and feel more comfortable taking part in a VI, you will improve drop-offs (though some drop-off is always expected). By merely communicating about VI in a way that connects with your candidates, hiring managers and teams will produce a more successful hire experience, with candidates performing better in their screening – mutually beneficial for all.
Watch my video podcast below to get more tips on how to make your candidates more comfortable.

2. Choose the right provider.

The platform you choose to go with can drastically affect the VI experience both for your candidates and your team. There are a couple of things you want to keep in mind when selecting the provider you will use.

    • Easy to use. As we mentioned already, you will experience some drop off using video interviewing, but this number will increase tremendously if the platform isn’t user friendly. The best way to assess this is to put yourself and your team through the interview process and trial several providers.
    • Ability to share and collaborate: A big bonus of a VI platform is that it can support a hiring teams function and improve collaboration. Rather than hiring based off of one person’s perceptions, with the right provider, you can easily share between team members and efficiently collate feedback within the platform from as many team members as you like.
3. It’s all about timing.

Video Interviews should be considered as a screening tool. They should be used as such and utilised early in the screening process before moving on to the more formal interview. You may use your VI with slightly different timing depending on the type of hire you are performing.

For Volume hires VI is recommended to be used at the beginning of your process as an initial screening tool. VI is a very efficient way to screen large numbers of applicants very quickly while using automation within the program itself to efficiently and accurately identify the top candidates for your specific job requirements.

In fact, video screening means you are able to screen 50 applicants in the time it would take you to phone screen 15. This gives you a significant competitive advantage over competitors who are still using phone screening. By the time they have decided on who to invite for a F2F interview, you’ve likely already had the chance and the time to hire them.

4. The type of questions you should ask.

The questions you ask can make or break your hit rate. Try not to emphasise certain aspects of your business through your questions. Most platforms allow you time upfront to give the candidate a taste of your workplace culture, so use this space to showcase your employer brand and workplace culture.

Formulate questions around the role you are hiring for. Work with your team to succinctly describe the position and the ideal candidate. From there, construct your questions. Here are some simple categories:

1. Warm-up

2. Attribute related

3. Culture and role fit

4. Knowledge, skills and experience

Some questions that may work well for a phone interview, may not work so well for an asynchronous instance. Watch my video podcast below to see how your question over Video should differ from phone interviewing:

5. How many questions.

Getting this balance right will beget you just the right efficiency and have you relishing in the time-saving miracles that VI offers businesses and hiring teams. Formulating succinct questions that give you enough information to identify whether or not the candidate may be the right fit for your organisation is the aim of VI.

There is no magic number and the beauty of VI is that you can add more pre-screening questions to the list without compromising your time. If you consider that pre-screening interviews conducted over the phone can take you anywhere between 20-30 minutes for 5 key questions then you may want to triple that amount if you want to spend the same amount of time conducting video interviews.

6. Assessing your candidates 101

With the resume, we tend to hire by job spec and skills. With video, we have the opportunity to hire for cultural fit. Focus on the right things and take advantage of what VI is offering you.
In my 20 years in IT recruitment before founding Alcami Interactive, I used to train employers on how to make the most suitable hire. My recommendation was:

“If you hire for skill, you are going to fire for your behavioural competencies. So hire for behavioural competencies and train a slight skill deficit, should there be one.”

Focus on personality, culture add and behavioural competency. By assessing your candidates with these criteria, you are going to build a more robust workforce that has cohesiveness, alignment and longevity.

We recommend you test pilot a couple of active roles. Through this process, you will work out what works and what does not work for your specific organisation and candidate segments.

If you need some guidance shaping the process for your hiring needs, get in touch with us at Alcami Interactive to request a personalised demo.