How video interviewing has eliminated phone screens and increased efficiency

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  • 92% satisfaction with the Candidate Experience
  • 98% found the software easy to use
  • 93% would complete a video interview again
  • 91% completed the video interview at home
  • 27% had completed a video interview in the past
  • 87% felt sufficiently informed about what was required before starting their video interview
  • 95% felt it is fairer to have more than one person assess video interviews
  • 18% completed the video interview in their native language

Nestlé is the world’s largest food and beverage company. In 1867, Henri Nestlé, a trained pharmacist, launched one of the world’s first prepared infant cereals ‘Farine lactée’ in Vevey, Switzerland. Still headquartered in the Swiss town of Vevey, Nestlé employs around 308,000 people and has factories or operations in almost every country in the world. In 2019, Nestlé’s reported sales increased by 1.2% to CHF 92.6 billion ($103 billion USD).

The Challenge

Nestlé initially introduced automated video interviewing in 2012. The organisation based the decision on the volume of applications and the difficulties in reviewing telephone interviews when members of the hiring team were in different locations or were traveling a lot with their work. Including Technical Questions within the video interviews enabled Nestlé to screen qualified and like-minded individuals before progressing them to Face-to-Face (F2F) Interviews.

“The interviews can be reviewed by members of the hiring team who are not in the same location. That level of involvement isn’t possible with phone interviews. The ROI is very good. As an example, one of our operational teams aim to make a hiring a minimum of 2-3 from seven candidates we invite to an Assessment Centre.” –   Jonathan Fearn, Talent Acquisition Partner, Nestlé.

The Solution

Less Risk of Missing Good Candidates

“If we invited ten candidates for a phone interview based on CV review only, there would be a high probability of missing some relevant profiles, but with Modern Hire (now part of HireVue) we can put as many applicants through, that’s where you make up your time, you’re putting through the right ones – you’re always hiring from Modern Hire (now part of HireVue).” 

Applications Brought to Life

“I really like it when I can hear someone sounding enthusiastic. I really enjoy meeting the person in person after I see the Video Interview. I really enjoy converting them.”  

Technical Assessments Made Easier

“We use Modern Hire (now part of HireVue) to ask really technical questions which allow us to very quickly qualify that experience. It cuts out our talent team having 30-minute phone interviews in which they couldn’t accurately assess technical knowledge. Now, we can say they have this or that background, we can qualify that experience very quickly.” – Jonathan Fearn

Multiple Benefits for HR 

“Modern Hire (now part of HireVue) opens up the dialogue and allows better communication between the Talent Acquisition Partners and the hiring team. We might have differing opinions about a given candidate. While a candidate may not have answered a technical question well enough for the hiring manager’s liking, I can suggest other things we might consider, and it opens up some beneficial discussions. However, this still can be the same without Modern Hire (now part of HireVue).” 

“If we’ve had difficulty with a position where we haven’t used Modern Hire (now part of HireVue), then we’d be very quick to convince the Hiring Team to use Modern Hire (now part of HireVue) because we haven’t been able to find the right type of profiles, so is a good way to identify them quickly.” – Jonathan Fearn

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