Many companies have a problem attracting top candidates–they have the perception that “all the good ones are taken.”   It is true that the people who are REALLY good in their field generally won’t be actively searching for a job.  They have one, thank you, and since their companies are very interested in keeping them, candidates are generally happy and not looking.  That’s not to say that they wouldn’t be interested if something great were presented to them, though.  But, how do you get their attention, and how do you get them to agree to an interview?  Traditional interview processes are time-consuming, can be difficult to arrange, and normally eat into regular work day time. 

There’s one article by Dr. John Sullivan that advocates paying candidates for interviews as a solution.  We have our reservations about that, but Dr. Sullivan does have some advice we love for companies looking to expand the number and quality of candidates they have to choose from: 

1.  Conduct online interviews.  Online interviews are much easier for candidates to complete, and it reduces travel costs for the hiring company.  Wipro, and other companies in India, have been using video interviews and saving millions of dollars in travel costs.

2.  Hold the interview close to where they live and work.  Can’t get much closer than their personal computer equipped with a webcam. 

3.  Interview at night or on weekends.  Video interviews can be completed at any time that fits into the candidate’s schedule, without having to fit into a hiring manager’s schedule.

Companies can make the whole hiring process more candidate-friendly by using Interview On Demand to conduct intial interviews that work with any candidate’s schedule, no matter where the candidate lives.  Even if the candidate isn’t actively looking, a video interview can cost them less than 15 minutes of their time.  Not many people would pass on something that effortless for the possibility of a great opportunity.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

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