Hiring for technical positions presents a very particular challenge for most recruiters. I.T. and software development has become such a specialized field that it has its own language, which few recruiters will be able to speak. As Louise Kursmark asks, "if you don't know the difference between VB 6 and VB.NET, how can you recruit new staff for your company's burgeoning .NET initiatives?" The answer is to bring hiring managers and technology experts into the recruitment process.
The very nature of video interviewing lends itself perfectly to collaborative hiring decisions. Candidate profiles and interviews are securely stored using cloud computing. They are accessed by logging into the website, and so they can be shared with anyone involved in the recruitment process. When someone reviews a candidate profile they can then choose to leave a comment for other members of the interview panel, or they can instantly shortlist or reject a candidate.
HR specialists can therefore focus on what they do best and review candidates based on past performance, organisational fit and transferable skills. There is no need for recruiters to decipher any technical language: once they have filtered the talent pool they can share the remaining candidate profiles with hiring managers and technical experts in the company. These remaining candidates can then be whittled down to those with the technical and performance skills needed to be worthy of inviting to final interview.
Kursmark states definitively, "technical recruiting demands the participation of both HR professionals and hiring managers/technology experts". This applies to the full recruitment process, from creating the job spec through to making a final hiring decision. Video interviewing streamlines interdepartmental cooperation from the start of the selection process. It lets each expert focus on what they know best, meaning you are more likely to know when you have found someone with the whole package.
What is your experience of technical recruitment?