Your hiring manager is based in Kuala Lumpur, the recruitment company is in Singapore, you're stuck in the Edinburgh office, and you urgently need to appoint a regional sales director for Asia Pacific. This scenario presents HR with a potential logistical nightmare. What's more, this exotic recruitment conundrum is likely to become far more common over the coming years as more organisations compete internationally.
The world can suddenly become much smaller, however, by introducing a video element to the recruitment process. Everyone involved in the decision-making process can see each candidate 'in the flesh', no matter where they are located.
International recruitment is one of the drivers for the increased use of video when interviewing shortlisted candidates. Others include the obvious cost and time savings of being able to 'meet' candidates remotely rather than fly key stakeholders in the recruitment process to another country.
The use of video for recruitment is not new, but the ease with which organisations can now integrate it into the overall recruiting process is making it more appealing and practical. It can now be built into a dedicated, secure web-based system, for example, which clients can log on to with a password wherever they are. In some cases, it can even be integrated with an employer's existing recruitment system.
"Being able to make it a core part of the recruitment process is a critical differentiator," says interim HR professional Debbie Percy. However, for the purposes of complying with the Data Protection Act, it is important that recruiters are upfront about its use, warns Percy.
Percy has used video when recruiting for executive and lower-level positions, including appointing a regional manager to run a Middle East operation. "We flew the recruitment company to Dubai to interview and video candidates. All the stakeholders could then view these via their browser," she says. "It was very efficient and expedited the whole process. I'm a visual person and video allows you to connect with the candidates and gives you more of a sense of whether they are the right person for the job."
One of the products Percy uses is In2Vista's In2View video recruitment technology. This captures a video candidate profile at the initial interview, which can the