We are always curious about the experiences our clients have with video recruitment. Knowing why and how they exactly use video helps us to develop the product and create an even better Flipbase experience.

This week I spoke to Gary Carpenter, the Manager of Strategic Recruitment and Global Mobility at Charles Darwin University, Australia. I was curious why a university would want to add video to their recruitment process and how it would differ from a traditional application process. Not to mention my excitement about the fact that even down under the recruiters use Flipbase. Yay!

I hope my findings will inspire you to include video in your recruitment process too!

What was your main recruitment challenge and why did you decide to use Flipbase/video?

We needed to hire six college managers and in this role it was essential to demonstrate the communication ability as well as ability to develop relationships and influence others. The biggest challenge was to identify the right applicants and their cultural fit with the university and video very much helped us do this.

Why do you think video was a good tool for this challenge?

It showcased the applicant’s personality, communication skills and capability to perform key element of the role – basically we could directly hear their tone of voice and see how they sold themselves. For this role it is important to be engaging and confident in presenting yourself – a video was a great tool to examine this.

In which stage of the recruitment process did you use video?

After the candidates registered their application we sent them an invitation to submit a video, asking to answer a specific question, so we would be able to compare the answers of all candidates.

How many applicants did you receive?

Our advert attracted over 60 applicants, of which 45 submitted a video. Our ad was open for two weeks and those who applied close to the end date were disadvantaged with time availability and a lot of the last minute applicants didn’t get to create a video. Hence the 75% hit rate. We’re thinking of adding another week to our recruitment process next time to make sure all candidates are able to submit the video.

How many applicants did you invite in total? How many did you invite based on the video?

The shortlist comprised of 12 applicants which include 10 applicants with video and 2 without.

How did you experience the quality of the videos? What was the reaction of the candidates about the fact they needed to submit a video?

The quality was very good, applicants were realistic, however, nearly all were concerned with the instruction to complete in 60 seconds. Most took 120 seconds. Which was good as the question required a more detailed response. Next time I will either change the time limit or simplify the question. Technology-wise none of the candidates experienced difficulties with the tool.

Did the personality of the candidates showcased in the video matched the personality in real life?

Yes, definitely. It was like ‘what you see on videos, you get in real life.’

Next time I would do differently..

I personally think video was a great help to confirm decisions on shortlisting, moving on I want to experiment with incorporating video earlier in the process, thus on the advertising page. Also I would simplify the question, so candidates are more comfortable in answering the question in given 60 secs.

Did this recruitment process meet your expectations?

We were able to find suitable candidates for all the positions, the selection committee was pleasantly surprised that we filled the positions without the external help of recruitment agencies. The hiring manager was also very happy with it, it was an innovative way to screen the candidates, especially a good option for overseas and interstate applicants.