As well as making it easy to send mass messages to your candidates, and enabling them to update their data at the click of a button, TIMEKO lets you organize face-to-face interviews quickly and easily, as well as videoconferences, directly via the application! You propose possible dates and time slots to your candidate or employee by simply sending them an SMS, and they select the date and time of their choice according to their availability! The appointment, whether face-to-face or remote, is then recorded in the calendar of both the candidate or collaborator and the recruiter. All in just a few clicks!
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With the rapid evolution of technology and working practices, recruitment processes are no exception. Videoconferencing recruitment interviews has become standard practice for many companies, for a number of reasons. Let’s take a closer look at the undeniable advantages of video-conferencing recruitment interviews.
One of the main advantages of video-conferencing recruitment interviews is the geographical accessibility they offer. Traditionally, candidates travel to attend an interview in person, which can be costly and time-consuming, especially if they live far from the interview location. With videoconferencing, candidates can be interviewed from anywhere, eliminating the constraints of distance and the costs associated with travel.
Videoconferencing offers invaluable flexibility when it comes to interview schedules. Recruiters can schedule interviews outside traditional working hours, which suits both candidates who are already working and those who have personal commitments during the day. This flexibility helps attract a more diverse pool of candidates.
Videoconferencing interviews also help to reduce a company’s environmental footprint. Less travel means fewer transport-related greenhouse gas emissions. This is a responsible approach for the company, which can demonstrate its commitment to environmental sustainability.
For many positions, videoconferencing offers an easy way to assess candidates’ technical skills. Online interviews can include practical tests and live questionnaires to assess candidates’ technical skills, which would be more difficult to carry out in person.
Most videoconferencing platforms offer the option of recording interviews, with candidates’ consent of course. This can be invaluable for recruiters, as they can review the interview to better assess candidates, or share it with other members of the recruitment team. It also helps to keep an accurate record of candidates’ responses for compliance considerations or later comparison.
Video-conferencing recruitment interviews can help promote diversity and inclusion in the recruitment process. They make it easier for candidates with specific accessibility needs to participate in interviews. What’s more, videoconferencing can reduce prejudice linked to physical appearance, by focusing more on candidates’ skills and experience.
Video-conferencing interviews can help reduce recruitment costs. Savings are achieved by eliminating travel costs for candidates and recruiters, as well as reducing the costs associated with renting in-person interview spaces. This can be particularly advantageous for companies recruiting on a national or international scale.
Videoconferencing proved to be a valuable solution during exceptional circumstances, such as the COVID-19 pandemic. It enabled companies to continue their recruitment activities despite travel restrictions and social distancing measures. This adaptability is a major asset for companies in a constantly changing environment.