PeopleOps: Video Response as part of the Hiring Pipeline/Candidate Screening 2.0

September 11, 2019
min to read
Dilip Malave

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"a small step for a man Hiring giant leap for mankind INV"


Few months ago, Hiring Team (HIT) implemented a simple yet powerful step in the candidate screening process which resulted in:

  • massive reduction in candidate-screening time
  • ability for partners to be involved in this early stage of the screening process
  • faster hiring/disqualification decisions

What's the Deployment?: Mandatory "Video Response" as part of the application process - candidates are required to record a < 2Min video explaining "why are you the best person for this position?"

"If picture is worth a thousand words, videos are worth 1.8 M Words" - (dont take my word for it, google that Shitaki)  

Back in the day

Screening-Interviews for some positions like CS, CSM, Lead Agent, etc that needed assessing verbal and communication skills were scheduled without really knowing the candidates's spoken english/communication level. Apart from the "communication" part, most candidates ended having terrible audio/video quality during Interviews that sucked away a lot Partner time.


With the implementation of The "Video Response" as part of the application process, we are now able to screen candidates faster - allowing us to check connectivity, audio/video quality, communication skills etc

Timeline and Successes

  • Version 1.0 - first implemented during the Lead Hiring process
  • Version 1.1 - fine tuned during the Support Agent and CSM candidate hiring process. @Atusa Hangafarin found this helpful - we hired Kamal through this process (Bushido 1)
  • Version 1.2 - perfected during Executive Assistant hiring process - @Aimee Samac only interviewed only 2 candidates and we hired 1 - Novia! (Bushido 2)
  • Version 2.0 - current version - @Kamron Palizban and @Sam Mata I feel are becoming power users already! Kamron spent 45 min going through the Lifestyle agent pipeline, interviewed 3 - offer letter went out to all 3!!! (BUSHIDO 3)!!!
  • A version of this is also part of some Partner positions
  • BUSHIDO 100 is the countless saved hours

Other Considerations

  • Mandatory for most Agent positions and some partner positions (sales positions for example)
  • We acknowledge this is "additional friction" but with huge top of the funnel in some of these pipelines, we are able afford to add this "friction" and test
  • we optimize this feature based on overall pipeline strength - video response is completely automated within the flow but with a "lever to add or remove" the requirement anytime.
  • Video Response is only a part of the assessment - maybe with 40% weightage, so yes, Resume, Cover Letter, application, presentation are all still very very relevant

What's next?

Most part of the interview will be pre-recorded and will be part of the application process - apart from all the benefits already mentioned, this will also reduce same Q/As being repeated at different stages of the interviews.

More HIT deployments to follow...

Thanks Erinn, Kamron, Sam, Kate for using the system and we are glad its adding value!

Hayley Darden Marketing Invisible Technologies
Dilip Malave
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