If you’ve been hearing a lot about video conferencing and building a “video culture” in the workplace lately, there’s a good reason for it. As tech-savvy millennials make up the majority of the workforce, and 68 percent of all adults own smartphones, according to a Pew Research survey, smart HR directors are considering new ways to use video to speed up the hiring process, boost morale, and enhance productivity.
Has your organization been slow to adopt video conferencing? You can’t build a video culture without taking the first steps.
Encourage Video Conferencing Throughout Your Organization
First, recognize that it doesn’t have to be hard – or expensive. Free services, like FreeConferenceCall.com, now offer video conferencing upgrades. Skype for Business is another reasonably priced tool.
Once you have the right equipment, make video conferencing the default. Instead of turning a video conference into a special “event,” encourage employees to use it more like a phone. One U.S. technology company employed this philosophy and, after two years, 90 percent of all calls use video.
Once you’ve established a video culture, your talent pool bursts wide open as it’s now more feasible to hire prospects who work remotely from across the country. It will also be easier to entice the younger generations of employees who are accustomed to using video for collaboration.
Reach New Talent Through Video
A series of well-produced videos published on YouTube and shared via LinkedIn can help your company’s SEO rankings and recruiting efforts.
But how about going one step farther and hosting an interactive webinar to give those you are recruiting an inside look at some of the perks they’ll enjoy working for your company? If you’re seeking employees willing to relocate, hosting a webinar can save time and money as you both decide if the relationship is a good fit.
Use Video for “First Interviews”
The only thing worse than not being able to find good help is having to take the time to narrow down your choices from a large pool of skilled applicants. Narrow your search by using quick video calls to get to know candidates early in the process. You’ll be able to discern a lot about a candidate’s integrity, self-confidence, and personality by watching body language and facial expressions, which you could never do during a voice call.
By saving time with video interviews early in the process, you’re also sending the message to applicants that your company has a tech-forward, video-friendly culture.
Speed the Onboarding Process through Video
Wouldn’t it be nice if you could begin training employees before they have their official start with the company? This can be hard if your new hire just gave two weeks’ notice at the current job. But you can offer on-demand video training, which new hires can watch at their leisure – in the morning before work, at night, or even on their lunch break from their car on their mobile device.
How Else Could You Use Video?
Did one of your team members encounter a promising candidate at a job fair? Set up an impromptu introduction to the HR director on the spot. Use Periscope to live-stream a fun corporate charity event. Video provides nearly endless possibilities for outreach and improved efficiency once the key people in your organization become comfortable with the format and open their minds to the options.
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