Video replaces letter
Rumour has it that Leonardo da Vinci created the first CV in 1482: an overview of his works. His Curriculum Vitae, or: his course of life. Especially in the latter half of the previous century, this CV had become the centre of the recruitment and selection process.
But in recent years, the paper overview of what has been achieved in the past has come under fire. Video applications, among others, are better at predicting how successful someone will be in a certain position. Work experience turns out to hardly be of predictive value regarding how well someone will do.
The letter supports the CV. A clever applicant writes his motivation aimed at the position he is applying for. Words on paper do not show the applicant directly. Showing the applicant’s motivation and unique sales arguments is better done in a video.
Link the CV to a video from now on, and receive better predictive value on how someone matches your company, the position, and which results you can expect.
Interviews not bound by time
The CV, combined with a video pitch, gives you a lot of information for the first impression. Would you then like more information about an applicant without immediately having to plan a live interview? Then invite them for an interview not bound by time. Completely automated. Both companies and applicants determine their own moment in time when they take part in the interview. Interviews cannot get more efficient than that!
Use standard questions from the library or create your own questions. Determine how applicants answer. Multiple choice. Free text input. Or answer by video. Ideal replacement for interviews over the phone.
Expertly manage applicants
Rejecting applicants is a necessary evil. Don’t make it harder than necessary. Stop processing in inboxes or Excel sheets. Archive applicants, reject them, lead them to an interview invitation, make a proposition or hire them. Manage an applicant individually or turn it into a group action, where several applicants are given a new status in the selection process simultaneously. For every change of status or process step, you can choose to send an e-mail notification immediately, later, or not at all.
Intuitive impression is decisive
It happens in just those first few seconds, when our brain (correctly) judges the other. The phenomenon of your brain’s assessment in the first few seconds is known in neurology and psychology as “Thin-slicing”. The good news is that everyone comes equipped with this handy gadget.
It may not be a special gift, but the “thin-slicing” process is a gift nonetheless. One that we rarely unwrap and use. We would rather keep wasting time on feverishly contemplating whether or not that applicant is the right person for the job. Deep down, you already know. A judgement made so quickly has very little to do with prejudices, stereotypes, expectations and cultural norms and values, which only come into play afterwards. During those “Thin-slicing” seconds, those kinds of factors are not at play, so you are not judging based on your reasoning, but your intuition.
Video gives you the option to use this gift in practice. Advance that moment of contact. Assess everyone and experience 30% more returns during applicant selection. Scientifically determined.
Uniformity and professionalism in the selection process
What’s sauce for the goose is sauce for the gander. Applicants are asked the same questions in an automated interview. This ensures selection is done uniformly. Variables do not influence the uniformity and professionalism of the selection method.
Labour market communication
Communication with the labour market is immediately professionalised. After creating the first vacancy, a “working at” page and accompanying reaction form for applicants is created that can be equipped with a logo, company line and spot colour. After this, you link them to your own website plug & play, share them on social media or start a targeted recruitment campaign to bring the vacancy to the attention of the right applicants.
Earn the best new employee
Give yourself the best. Discover more applicants in less time. If you see more applicants, the logical result is an increased chance of finding the one right employee. Clappervue’s video application in the selection process ensures you see 13% better suitable applicants and 17% less suitable applicants. This immediately results in a higher quality of new employees. Research also shows that newly hired employees – who have gone through video application – stay with their employers for longer. The match is visibly better.