Hiring needs to address two sides of the equation, for companies:
reduce recruitment costs;
Improve evaluation accuracy.
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Below I'll point out the pros and cons of the current recruiting scenario in the hope of enlightening:
Scenario –: Video Resume;
Scenario 2: Video interview;
Scenario 3: Robot interview.
1. Video resume
In recent years, young groups such as those born in the 1990s and 1995s have pursued individuality and are keen to express themselves. Many young people who are going to school or just entering the society often choose to earn extra money through part-time jobs such as modeling and ShowGirl. Yan Zhi recruiting gives a personalized feeling of privilege.
Advantages: Efficient and hassle-free. For hotels, beauty, cultural and creative industries, public relations, and other companies that have a high demand for appearance, the short video recruitment method is undoubtedly much more effective. "New Door", instead of reading a paper resume in 3 seconds, it is better to swipe a video to recruit people in 1 second. This method is more convenient for companies with high requirements for appearance. The biggest benefit of a video resume is that it is intuitive.
Disadvantages: Single, except for positions that require appearance, if the video resume is a waste of time for HR primary selection; check the ordinary resume for 1-3 seconds. The video resume should be at least 10 seconds; from the user's point of view, it is easy to leak personal privacy; increase the production time; the display content is limited, so the user group is limited; there are job and industry limitations.
2. Video interview
Many non-local job seekers are planning to go to cities such as Beijing, Shanghai, Guangzhou and Shenzhen for development. After submitting their resumes, they conduct video interviews, which at the same time improves the efficiency of enterprises and saves a lot of costs for job seekers.
As a recruiter, in the case of a large number of high-quality candidates, video interviews cannot completely release a person's comprehensive conditions; video interviews cannot create the interactive feeling of interviews on the spot, and cannot observe the behavior of some interviewers. The details, which require candidates to have work experience and technical skills, are mainly reflected in what aspects, video interviews cannot fully explain.
3. Robot interview
Too many candidates manually screened;
A large number of candidates with no work experience or resume;
Requires very time-consuming and inefficient phone screening.
Robotic interviews will be the first choice for some companies.
Robot interviews, where the hiring manager asks the interviewer questions via pre-recorded video, or a real robot interview, where the questions appear directly on the screen. Interviewers are required to answer the questions within the stipulated time. You speak into a computer, record your answers, and send them back to the recruiting company.
From the perspective of the enterprise: artificial intelligence chatbots, through video recognition and language recognition, judge Latest Mailing Database candidates' confidence in the job position, their ability to understand job requirements, their ability to judge work, and even some subconscious expressions of candidates will be captured. , so as to judge whether the candidate is currently thinking, fabricating lies, etc., providing effective help for HR to judge the candidate.
Businesses can effortlessly analyze all of their candidate information and turn complex data sets into actionable hiring recommendations to help HR complete initial interviews.
It was an awkward experience for its candidates. Talk to your nervous face about how much you want to work in your company. Being unaccustomed to speaking into the camera can confuse the interviewee and affect the overall performance. It's hard to know what the robot is looking for when you're passed, never have access to your employer, and never know what you've done wrong.