The future of human resources, from hiring to training and on-boarding, is getting a digital overhaul. The credit goes to HR streaming video use cases, improving scale and time efficiency. And for young jobseekers, that’s great news.
More than 50% of employees are applying online using a mobile device, says Andre Lavoie, CEO of ClearCompany, a Boston-based talent management firm. And according to a new survey by HR software firm Yello, 85% of respondents appreciate the use of text messages in the hiring process, and 76% feel positively about video interviews.
“There is no question that this generation’s use of mobile, video and text is pervasive now and will only continue to increase in popularity,” says Dan Bartfield, co-founder and president of Yello.
One trend is clear: The digital tools today’s job seekers are using in their everyday lives are rewriting the rules for HR. In turn, human resources departments are using video to transform their processes. In fact, 79% of organizations plan to use video for HR and corporate communications, equipping themselves to better break down geographic barriers and serve a large, worldwide workforce.
Will Video Replace the Traditional Resume?
Of all the tools in HR’s new digital kit, video is front and center. One reason streaming video is so popular in the hiring process is its accessibility. Video eliminates time constraints, allowing applicants to present themselves to employers whenever they’re free to record a video. That’s critical to attract the best applicants who are usually too busy with their own jobs to break away for another interview, says Kevin Marasco, chief marketing officer of HireVue, which provides a video resume platform for hiring.
Video also provides an edge in the assessment process that even in-person interviews can’t match. “There are a ton of scientific studies that have shown, of all the criteria used for hiring decisions, the thing you find on a resume or people’s profiles, like their school, GPA, and [employment history] has little to no specific correlation to actual performance on the job,” Marasco says.
What does correlate with performance, he says, is people’s behavior in the interview. With video interviews, companies can not only get a person in front of a recruiter with ease, but also that those videos can be churned through the evaluative eyes of big data and machine learning, where computers can match qualities captured in the video to indicators of future performance. A dataset from a call center, for example, could match call response time or customer satisfaction rates to certain traits that AI (artificial intelligence) computing could check for in new applicants. “It’s a better way to get the right folks at the top instead of doing it randomly,” Marasco says.
HR Streaming Video Benefits, After the Hire
The benefits of video extend well past the hiring phase. Video’s ascent in employee training and on-boarding is in full gear across industries: 76% of companies that stream more than 100 videos a year use live streaming for training, according to a Wainhouse Research study. Companies can produce and stream training content internally, or partner with providers that bring education online through live video.
“Employee training has served as the ‘killer application’ of streaming video for corporate users,” according to the report. “By leveraging video to extend the reach of training sessions, organizations can deliver learning opportunities to more employees at a lower cost than would be possible if individuals needed to travel in order to attend a live session in-person.”
Take, for example, CreativeLive, the world’s largest live-streaming education company. The company broadcasts creative education classes to audiences around the world with IBM Cloud Video, attracting up to 150,000 people to a single stream. Furthermore, the application of video, especially as it relates to training, continues to become more sophisticated. One example is the addition of viewer tracking. This is a process of tying usage analytics down to a specific user. This can include access information, such as when the content was viewed but more importantly how long the user watched for. This can be key for mandatory compliance training, giving HR departments a toolkit to track this. A lot of rich data can be included beyond this, though, ranging from geographic data, which can go all the way down to the city the content was accessed, to information on how the content was watched, from the browser used to data on the device utilized.
These tracking features are already integrated into the IBM Cloud Video Streaming Manager for Enterprise solution. To learn more about these features and implementation strategies, watch our archived webinar on Video Best Practices for Your Internal Communications Strategy.
Streaming video is and has transformed the human resources process. This includes the use of video for interviewing and resumes to improving HR procedures post hiring, such as aiding in more efficient training of personnel. Look for streaming video to continue to shape human resources as well, enhancing a company’s ability to manage increasingly global employee bases.
Find out how IBM Streaming manager for enterprises can help you manage online training and on-boarding video content.