Comment – August 22, 2016
We completely appreciate your concern with the use of an automated system to replace phone screening and interviews. As you can see, this is a LONG follow up, but thoroughly reviewing candidates to find the “best and brightest” is something we’re very passionate about. Hopefully by the time you’re through reading this you’ll understand why we use an automated, web-based, video “interview” in certain circumstances.
The web-based, video “interview” we employ is not a replacement for phone screening or in-person interviews. It’s something we use to supplement these traditional methods. This system actually allows us to review more candidates in less time than the traditional phone screen and in-person process alone.
How? Consider a typical situation where 100+ candidates apply for an open position. Based on a review of the resumes, it’s not unrealistic for the hiring manager to determine that 30 meet the initial criteria. Normally, the next step would be phone screening. However, how long might it take for the hiring manager to actually talk to all 30 candidates?
First, there’s the logistics of getting these calls scheduled. This requires the hiring manager to contact each candidate, obtain a reply, and then schedule a time when both the manager and candidate are available. Then, there’s the simple matter of the amount of time the hiring manager will devote to conducting all 30 phone screen interviews. Assuming 30 to 45 minutes per phone screen, and 5 minutes of back and forth to contact each candidate to set up a time to talk, we’re talking about 15-20 hours on the phone and another 2.5 hours to schedule all of this. Put all of this together and we now have a hiring manager who will need to commit 22+ hours of time over a two-week period. Faced with that, most hiring managers will cut the list of candidates down to a much more manageable number – perhaps five or so to actually talk to on the phone. They take the 30 candidates that looked good on paper (i.e., the resume) and now only focus on five.
What’s the cost of this? As you suggest, it’s 25 qualified candidates that don’t get further review. Those candidates are all people who might’ve been able to do the job, but due to timing and logistics, won’t have an opportunity prove themselves. If you’re one of those 25 you certainly don’t want to be left out of the process, and as an employer we certainly don’t view it as our best interest to eliminate them either.
So, how do we get around this issue? We’ve chosen to use a web-based, video “interview” tool as an intermediate step between the review of resumes and phone screens. With this system, the hiring manager reaches out (via a system generated email) to all 30 candidates and invites each to participate in the video “interview”. The candidates can each determine if they’d like to participate and, if they do so, complete the video “interview” at their own time and place. Our average turn-around time for the completion of these interviews is about a day and a half – far faster than trying to find schedule availability during the working day. The hiring manager is notified when each candidate completes their video “interview” and can review these interviews at their own time and place.
With this system, the hiring manager is now able to further evaluate all 30 of the candidates in much, much, less time. This time savings is critical if you assume the most qualified candidates have other career options available to them. Within a day or two of reviewing resumes, the hiring manager has now had an opportunity to further review all 30 candidates and is now able to move to phone screens with those who are truly most qualified. less
Comment – April 23, 2015
FROM CONTINENTAL - Thank you for taking the time to comment. You’ve outlined a number of issues and, if what you allege is true, it is completely unacceptable. Our company Creed states that we commit ourselves, “to the highest standards of ethics and integrity”. As such we are constantly looking for better ways to improve communication and line of sight across all of our communities and all of our staff throughout the United States. Additionally, we continually seek to improve avenues for employees to reach out beyond their immediate manager when issues arise – to Regional Managers and our home office Human Resources staff – to ensure that any such issue is identified and resolved promptly.
Comment – April 23, 2015
FROM CONTINENTAL - We appreciate your comments. As a property management firm with employees in various locations throughout the United States, we constantly seek to improve communication – both from our field employees to the home office as well as from our home office to our employees in the field. As part of these efforts, our owner (CEO) and President annually visit every employee at every property to share our company’s goals and direction for the upcoming year. During these meetings, these senior leaders also take the time to solicit feedback and input from our property staff about the challenges they’re facing locally. These comments make it back to planning meetings with other company leaders and, although not every comment and bit of feedback can be addressed directly, this information informs our company’s actions in the future.