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Beating the Talent Shortage with Video Interview Technology


Beating the Talent Shortage with Video Interview Technology

According to a 2016 study by Jobvite, 65% of recruiters claim talent shortage is the biggest challenge in hiring. Considering more than half of respondents felt that way, beating the talent shortage is an important focus for many organizations in the US, especially those seeking to hire skilled trades like electricians, carpenters, plumbers, etc. The same study reports that about 23% of recruiters claim lack of available applicants is the reason for the current talent shortage.

The number of recruiters reporting hiring difficulties hasn’t been this low since 2007, raising concerns for many hiring organizations. What if there was a way to tip the scales in your favor?

Aside from literally training more individuals to do the jobs hiring organizations are looking for, your organization can gain a steady hiring advantage over competitors by utilizing video interview technology. Put simply, if your organization is seen as the best available workplace by eligible candidates, you’ll be more likely to hire the best candidates available, or in this case, perhaps the only candidates available. Rather than leave jobs unfilled or filled by someone who is not qualified, capturing the attention of the best qualified candidates can win you a great new employee.

Tips for Beating the Talent Shortage with Technology

Consider open interview links. What does this mean? With recorded video interviews, recruiters can create open invitations for anyone to submit a video interview responding to a specific set of questions. This tactic makes it easy for anyone with the link to submit an interview for consideration, and reviewers can watch the submissions on their own time and share internally to determine if the candidate is qualified for the job. One-Way interviews are also valuable for testing candidate skills by asking them specific job-related questions, and you can quickly add candidates with correct responses to a call-back list for a one-on-one interview.

Virtual interviews expand your geography. If you’re truly struggling to find a local candidate with the desired skills for the job, consider branching out. With live video interviews, you can interview qualified candidates one-on-one with the same benefits of an in-person interview but none of the negatives. Schedule virtual interviews more easily and quickly without any of the financial commitment of in-person travel, and if it seems like a good fit, determine if it’s cost effective for the candidate to move for the job or if telecommuting – another common trend in today’s workforce – is appropriate for the job.

Ensure you have a positive employer brand. The bottom line is candidates want to work for great companies with great reputations. Attract the best candidates by taking every opportunity to create a better environment for employees, make an effort to contribute to charities and local groups and encourage employees to share their positive experiences on reviews websites like Glassdoor to promote a positive employer brand.

Connect through social media. In order to reach passive candidates more effectively, use websites like Facebook and Twitter to reach candidates you won’t reach on traditional job posting websites. If your organization has the budget, consider spending a little money on social media ads to promote jobs to your audience. Social media provides a unique opportunity to communicate casually with potential job seekers and share content that may persuade passive candidates to apply for a new opportunity.

Set up automatic notifications. Set up Google Alerts to be the first to know when common talent shortage jobs (such as skills jobs, nurses, teachers, etc.) have been laid off or if another company is going out of business that may have qualified candidates. While it’s sad to hear about this news, it’s good for recruiters to quickly hire employees that are coming onto the job market.

Beating the talent shortage may not be an easy task, but utilizing the tools at your disposal to gain a competitive advantage and target passive candidates will help you meet your organization’s hiring goals.


Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: