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Watch this space for some interesting and thought provoking posts!

Watch this space!

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Preparing for Video Interviewing, Hiring Manager and Candidate!

Watching “Fresh Meat” on tv last night, one of the freshly graduated, did his video interview sitting on the toilet, because he was nervous and it was the only place he felt relaxed!

Video Interview

For the full article, click on the link:
Video interviewing: The future of recruitment? Scott Beagrie, JANUARY 28, 2015


“While video interviewing may raise concerns about discrimination during recruitment, it has many time and resource benefits.

Could virtual interviewing eventually signal the death knell of the face-to-face interview? While traditional interview processes probably aren’t going away any time soon, the time- and cost-saving benefits of interviewing someone via video, and its ability to transcend geographical barriers, will eventually lead to a significant reduction in face-to-face interviews.

The focus for those in HR should be how the two can best co-exist to make the recruitment process more efficient and effective…….

“It is a very effective way of conducting global interviews and provides logistical freedom,” …….

……after successful submission of application and online testing,” he says. “It has proved to be an effective tool to manage the pipeline. It helps to reduce candidate volumes at the later, more expensive stages of the selection process while still identifying people of high calibre…..

……Arguably the one-way interview, where the candidate uploads a video rather than a face-to-face approach, can help the individual to relax. This approach also has delivery efficiencies for the recruiter, such as removing the need for interview scheduling. “This means we can assess interviews at any time, anywhere,” says Hill. “In contrast to more traditional telephone interviewing, video interviewing also provides an opportunity to assess non-verbal communication. It’s well suited to a strengths-based assessment methodology.

Tips for video interviewing

  • If you haven’t used video interviewing before, suppliers frequently offer free trials. Use it as a learning experience and to pick the expert’s brains on making the most of it.
  • Determine which solution to use. For high-volume campaigns, a one-way asynchronous approach in which the candidate records their answers at a time convenient to them and then uploads the interview is likely to be most suitable.
  • For those occasions when you want to quiz the candidate more closely, a two-way approach using a program such as Skype will be better.
  • Make sure candidates know what to expect and provide a guide to using the technology. Be contactable in the event of technical hitches.
  • Consider questions carefully and involve all stakeholders in the process so resourcing teams understand the hiring managers’ criteria for shortlisting.
  • For one-way recorded interviews, set realistic deadlines for when the interview has to be completed, and allocate sufficient time for candidates to answer each question.”
  • If you haven’t used video interviewing before, Vieple offers an free online demonstration via GoTo Meeting of our platform to showcase the admin and candidate side of the technology. Use it as a learning experience and pick our brains on making the most of it and how it could maybe fit your organisation.

Message me please.


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The Interview

What is an Interview?

In my experience an interview is a conversation. In many cases it is a conversation with a purpose and in a small proportion of those the purpose actually makes sense.

I have witnessed some interviews where the conversation was nothing more than a casual chat about weather, sport and common interests with a lightweight discussion about a loosely defined job opportunity. You can see conversations like this every night in bars and lounges up and down the country. You should not see them in the meeting rooms of a professional business.

Sometimes the conversation has a more clearly defined purpose to explore or validate the interviewers bias and opinion and to impress the applicant with the sophistication and magnificence of the business and the top team.

Occasionally you will come across a well prepared interview with goals and objectives, where the interviewer clearly understands to key requirements of the job, where the interviewer has highlighted areas from the candidate’s past where an in-depth exploration of experiences and achievement can be conducted to ascertain the degree of fit with the job and their potential colleagues.

The prepared interviewer will have covered the previous four steps in the process and will be fully aware of how important this interview will be to the future success of the successful applicant and to the business.

The typical interview is in or around 50% successful in picking the right candidate. Half of the time, the wrong person will be chosen for the job. This is true for most organisations that do not invest in developing their recruitment and selection processes.

Even more worrying is that when mistakes are made, very few of them are corrected. A company would sooner lower their expectations, accept poor performance as standard or be happy with second best, rather than put the small effort required into raising the bar for their business.

The difference between top performing businesses and those who struggle is just a few percentage points, just as the difference between winning athletes and their followers may be only fractions of a second. It is by consistently being that few percentage points ahead in every sale and action involving a competitor that margins are built into a competitive advantage.

People make a difference; the right people make a big difference. Our business is about helping you to make that difference part of your competitive advantage.

Hire the Best. Manage the Best. Develop the Best. Become the Best.