2020 covid-19 virtual learning series presented by...interview. interview guides that are directly...

2020 COVID-19 Virtual Learning Series Presented By:

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© 2020 Modern Hire, Inc. Private and Confidential

May 28, 2020

Virtual Recruiting: High Tech, High Touch


Introductions

3

ERIC SYDELL

EVP INNOVATION –

MODERN HIRE

MIKE HUDY

CHIEF SCIENCE OFFICER –MODERN HIRE

LAURA FIELDS

DIRECTOR , SELECTION & ASSESSMENTS - SPECTRUM


200+ Countries &

Territories

22Languages

6Global Data

Centers

Global Scale & Support Our Clients

Award Winning

Our Team

47 of the

300+Clients

40+ I-O Psychologists

& Data Scientists

40+ Product,

Engineering &

Development

Resources

20M+ Assessments & Interviews

Annually

24x7 Global

Support

Charter Communications, Inc. (NASDAQ:CHTR) is a leading broadband connectivity company and cable operator serving more than 29 million customers in 41

states through its Spectrum brand.

More than 98k employees

More than 40k annual hires

Over a million applicants a year


Market Realities

Real unemployment rate is above 22% with over 38.6 million lost jobs


More Candidates Searching Fewer Jobs


Recruiters need help to meet the expectations of the modern candidate.

Why Virtual Recruiting?

2/3 report their job is harder than

5 years ago

Recruiters are overwhelmed

50% are anxious about using time efficiently

Need more time in their day

75% of Gen Z would rather text than talk

The best candidates are off the market in

10 days

Want an experience that matches their

consumer experience

82% say hiring process influences decision to

work at organization

32% exited hiring process because of poor

recruiter rapport

View the interview experience as important

41% ranked fast application process as #1

37% exited hiring process because time was

disrespected

Need a fast experience

Recruiters Candidates

55% don’t have mobile-enabled

apply

Can’t reach candidates where

they are

52% search for a job on their phone in bed

78% of candidates would apply using mobile

Have technology at their fingertips

64% don’t have the right digital

tools to do their jobs

Lack the needed technology


How the Labor Market Impacts Staffing

• Key Concerns: Completion rates and turnover

• Focus on differentiation & employer value proposition

• Keeping candidate engaged and reducing Time-to-Fill

Environment of Candidate Scarcity

Efficiency Effectiveness Fairness Experience

• Filtering Large Talent Pools

• Active candidates

• Hiring slowdowns, freezes, layoffs

Environment of Candidate Abundance

Efficiency Effectiveness Fairness Experience


What We See in Our Interview Data

April 2020 has seen a 10x increase in usage of our interviewing technology

0

2

4

6

8

10

12

4/1/2019 5/1/2019 6/1/2019 7/1/2019 8/1/2019 9/1/2019 10/1/2019 11/1/2019 12/1/2019 1/1/2020 2/1/2020 3/1/2020 4/1/2020


What We See in Our Assessment Data

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

1-Mar-20 8-Mar-20 15-Mar-20 22-Mar-20 29-Mar-20 5-Apr-20 12-Apr-20 19-Apr-20 26-Apr-20


Getting to High Tech, High Touch


Example Virtual Recruiting Workflow

Screen

Immediately following ATS

application candidate received a

Text message to answer

additional screening questions.

On-Demand

Text

Assess

Candidates learn more about the

job through a realistic job preview

and complete a virtual job tryout

assessment.

On-Demand

Web

Interview

Candidates answer job-specific

behavioral and follow-up

questions that will allow the

recruiter/manager to determine

fit.

On-Demand

Video

Interview

Candidates self-schedule their

interview. Interview guides that

are directly correlated to previous

steps in the process prepare

interviewers and standardize

post-interview feedback.

Live

In-Person

Automated Advancement Realistic Job Preview (Part 1) Realistic Job Preview (Part 2) Automated Scheduling

Virtual Job Tryout Automatic Scoring Interview Guide & Rating

Interview Guide & RatingAutomated Advancement

Automated Advancement


• One-on-One or Panel video interviews

• Connect with anyone world-wide

• Embedded interview guides

• Collaboration features:• Screenshare

• Noteboard

• Whiteboard

• Chat

• Recording available

• Audio via either VoIP or conference call

Live Video Interview

Spectrum

has

increased

Live Video

by 80% from

Q4 2019 to

Q1 2020.


• Automate initial interviews.

• Ideal for professional to executive roles.

• Highly configurable to determine both question and response types.

• Question Types:• Text

• Audio

• Video

• Image

• Response Types:• Video

• Voice

• Text

• Multiple/Choice

• Multiple Select

• Fill-in-the-blank

On-Demand Video Interview

• Allow recruiters and managers to review on their own time.

• Typical times:• Candidate – 15-30 minutes to complete

• Reviewer – 5-6 minutes to review


On Demand Use Case – Hiring Manager Introduction

16

• Administered after the recruiter and hiring manager phone interviews are completed

• Served as a way to introduce candidates to multiple stakeholders and narrow pool of finalists

• To improve the candidate experience, Danny recorded an introduction video, giving candidates more information about the opportunity and what to expect

100% candidate

completion rate

Used to develop

pipeline for other

positions where

candidates could be

a fit

Reduced candidate

travel expenses

Reduced each

stakeholder’s

commitment to the

to process by 2-3

hours, freeing their

time for other tasks

Results:


Engaging Candidates


• Allow candidates to self-schedule interviews

• Schedule any type of live interview• Phone, Video, In-Person, Events

• One-on-One, Panel, Group

• Can be automatically triggered based on assessment or interview activity

• Sync free/busy information or provide blocks of availability

• Email/SMS invites and reminders

• AI powered scheduling assistant removes manual recruiter/coordinator tasks

Interview Scheduling In 2019,

Recruiters

saved 3,225

Hours


Interviewing Technology at Spectrum

Since

3/9/2020

Requisitions

and Hires

have

dropped by

20%


Virtual Job Tryout Assessment

Multi-method measurement• Evaluates the multi-faceted,

complex nature of performance

• Includes personality, biodata, and

more, plus advanced simulations

Predicts your business metrics

Closed-loop analytics• Dynamic system that improves

over time

Engaging & Interactive Precise

2-Way Information ExchangeCommunicates as much information as it gathers

Candidatestry out the job

Youcollect data & predict

job performance


Virtual Job Tryout at Spectrum

Realistic

Job Preview

Manage Your Day Troubleshoot

Problems

Crunch The

Numbers

Tell Us Your Story Describe Your

Approach

Interactive experience that simulates the job while measuring characteristics important for success


Meeting Candidates Where They Are

Customer

Operations (RSC)Field

TechnicianRetail

Sales

Sales

Representative

Warehouse

Technician

Rollout Date 5/15/2019 5/15/2019 5/15/2019 5/15/2019 5/15/2019 9/12/2019

Volume 141,428 6,657 47,188 67,700 45,198 953

Completion Rate 88% 87% 89% 80% 89% 74%

% Mobile 50% 52% 56% 58% 58% 52%

Customer

Operations

Previous

completion

rates were

at 50%


Prioritizing the Right Candidates

Assessment Result

8%

22%

42%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Bottom 30% Middle 40% Top 30%

New hires who perform in the top 30% on the VJT assessment perform better on the job and

stay longer than any other candidates.


What’s Next


How does it work?• Scores content of interview response using AI

• Modeled against trained human raters

• Proven knowledge and skills predictive scoring algorithm scores the response

What’s its value?• Flexibility to apply across interview types and

advanced science at scale across all jobs.

• Increases Recruiter Efficiency.

• Avoids unconscious bias.

• Provides a benchmark to measure recruiter and hiring manager review quality/consistency.

• Accurately predicting future performance at high volume.

Automating Interview Scoring


Recommending Jobs to Candidates

is a brief interest and skills-based assessment that uses artificial intelligence and industry data to

give more relevant job recommendations to job seekers, enhancing the experience and staffing outcomes.


Closing


3 Key Takeaways

• Shift your messaging/tonality to we are here to find out how we can help.

• Now that we are in an abundance marketplace we need to rely on scientific tools to help us identify top talent.

• Setting up virtual tools is critical to success whether in a market of scarcity or abundance.

Questions?

2020 covid-19 virtual learning series presented by...interview. interview guides that are directly...

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