Our Experts | Deborah Peters
In the past, information technology was a vertical industry that created software, services and devices to sell to other companies. Now tech is integrated into every business, in every industry. This is the time to join the movement with all things tech, to streamline your processes while saving money and time.
Choosing a Program
While the legal industry is traditionally slower to adapt to change in the technology sector, our own legal search consulting firm has improved the business leveraging technology through video interviews. If your organization has not yet implemented video interviewing during the search and vetting process for new talent, it would be beneficial to research existing tools that could fit into your business, all the way from something basic, like a free Skype account, to paid accounts with Vidyo, GoToMeeting and more. Be sure to consult with your IT team about what would work best with your existing systems – they’ll know better than anyone else (and probably set it up for you).
Some important things to look for in a program? Mobile compatibility is essential because more and more job hunters are searching and applying to jobs through their phones, and being able to record and store your interviews for later is a huge benefit to consider. Recording a candidate’s interview and storing it for later helps other decision-makers be involved if they weren’t in the actual interview, as well as keeping an accurate talent bench for future jobs.
See the Value
If you’re still not sure why you’d ever need to use video interviews rather than in-person or even phone interviews, let’s go over the advantages. Once you start, you’ll wonder why you waited so long!
- Video interviews save time. There’s no need to set up a meeting location or wait for your interviewee to show up – you’ll see each other at an exact time right on your screen, no matter where you are.
- It saves money. Your interviewee can be anywhere, too, which means you don’t have to fly in attorneys, paying for their travel and accommodations. While you may still want to meet the finalists for any opportunity, first and even second round interviews can effectively be managed via video technology.
- It allows flexibility. Again, you can be anywhere when you interview, not just in the office. Many of our candidates “meet” with our recruiting team via their cell phones or iPads and are not “land locked” to their desks at home or the office.
- It’s a great way to share the interview. If you record and store the interview, you no longer have to coordinate a time to work with everyone involved in the interview process – you can send the recorded interview to participants in the decision making process, to watch at their convenience.
- You won’t forget who they are or what they said. Maybe you had some reservations but can’t remember why; just go back and rewatch the recorded interview.
- It creates consistency. In our video interviews, we use a scripted interview with the same questions to better compare each candidate’s answer.
Getting Everyone on Board
Once you and your IT team have agreed on a new tool for video interviews, you need to plan for the integration into your system. Create a dialogue with your attorneys and HR professionals, and anyone else who will be actually utilizing the new tool. They’ll need to be trained on how to use it (the provider of the service might even offer free training with purchase) and why you are using it. Explain the value of the tool and the benefits they’ll begin to see to help get everyone on board with the new software.