We receive numerous requests from HR practitioners to help them approximate the gains from adopting video interviewing in their hiring process. So, let’s talk about numbers.

According to recent studies, approximately 40.2% of the population in the Middle East accesses the web today. The stat itself speaks of the growing penetration of web, internet, social media and other such platforms of information sharing in the Middle Eastern society. However, where the growing realization about the increasing role of web and other internet platforms have been readily recognized and employed for the benefit of the concerned parties and individuals, integration of technology in the HR has been particularly neglected in the Middle Eastern region.

But with the significant figures of population accessing the web in the region and 88% of these individuals involving themselves in social networking indicates the growing need and potential of technology and web for enhancing the recruitment process.

To resolve the problems of HR officials in the Middle East, we have come up with the result-oriented and feasible solution of video interviewing.

Latest stats show that 36% of online users in the Middle East ranges between the ages of 18-24 years, an age bracket that many of the companies might be interested in when hiring. Hence, the incorporation of video interviewing is not only going to make things easier and more convenient for the HR managers and professionals but it also increases a company’s chances of being able to come in to contact with a higher percentage of good hiring prospects. Resultantly, through video interviewing, a company may have more options to choose from and higher chances of finding a suitable individual for a particular job post.

Today, more than 5.8 million users on LinkedIn belong to the region of Middle East. The significant number that is expected to grow in the future is a hint to the growing influence and employment of technology and internet platforms by the professionals in the region. This calls for immediate measures by the companies to modify their HR practices and incorporate these with the use of web technology for higher exposure and better survival in the future. Considering the growing presence of professionals on the internet, it is no surprise that more and more companies might feel the urge to use these platforms to interact with these professionals and video interviewing can play an important role in this respect.

The growing penetration of online video viewing is further stressed by the fact thatYouTube gets almost 258 million daily views from the Middle Eastern region. The growing trend of online video viewing is expected to give rise to the question: if video viewing then why not video interviewing? Thus, it is high time now that the Middle East based companies realise that they need to adopt latest trends and technology for a better global standing in the future, and video interviewing is one of the ways to enhance their HR and recruitment process for the present and the future.

For this very reason, we present to you some sets of guideline that can help you fare better in the adoption and employment of video interviewing.

Interview process

First of all, let’s highlight the STEPS associated with a typical hiring process[1]:

  1. Defining a business requirement for a new vacancy (or candidate replacement)
  2. Developing a job description
  3. Identifying a long-list of candidates. This step may involve publishing a vacancy and waiting for applications
  4. Coordinating (with candidate and relevant internal team members) timing of initial interview
  5. Performing the interviews
  6. Evaluating the candidates to decide on a short-list (to be invited) for a final interview
  7. Coordinating (with candidate and relevant internal team members) the final interview
  8. Evaluating results and taking a hiring decision. This step may be delayed, thus triggering repeat of steps 3 – 6

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Cost

Now let’s approximate the COST of each step in terms of time, efforts and money spent to accomplish it[2]:

* This step typically involves external consultants. In such cases, time and efforts (to hire/mobilize external consultants) as well as money associated with hiring process will increase

Benefits

Now that we are clear about the costs, let’s clarify the BENEFITS of adopting “one way” video interviewing techniques that are offered by platforms such as My Interview[3]:

Conclusion

We don’t want to talk about conclusions ourselves and leave it up to our readers to do so. What are your conclusions? Do you believe that video interviewing can enhance your organization’s hiring process? And, if yes, in what ways?

References:

[1] Based on responses of 17 hiring managers in the GCC region

[2] Based on responses of 17 hiring managers in the GCC region

[3] Please visit www.myinterview.org for more details

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At Urban Associates, we believe that video interviewing will allow anyone to hire glocally in a more effective and efficient manner thus helping organizations save time, cost, efforts and environment. We are proud for being the Middle East’s first startup offering video interview solutions as well as web’s first such platform supporting Arabic language. The author is open for inquiries relating to various applications of video interview techniques.