Video Conferencing Benefits & Tips

As we know 93% of candidate’s communications are non verbal. While conducting telephonic interview rounds the recruiter misses out on those vital signals that indicate whether or not the candidate is the right fit for your company And Video Interviewing is all the more useful considering the fact that the recruiter is not even in the same zip code as the candidate. These signs go a long way in deciding whether or not the candidate is cultural and a role fit in the organization.


It is becoming all the more critical to get hold of talented and experienced folks to be interested in appearing in the screening process of your company. When candidates have an option of choosing their own time to appear in the interview as per their convenience; it gives an extra edge to the recruiter. No wonder 66% of candidates prefer a Video Interview over traditional methods of interviewing. 18% find it convenient over traditional methods. 36% like it because it offers self-scheduling as more and more people in work force find themselves stretched for time.

So what is the word of Hiring Managers and Recruiters over the latest technology? It is greatly positive for both. 60% say it eases their work load and how? It’s really simple.

·         Video Interviewing is easy

·         Video Interviewing is Quicker

·         Video Interviewing Is More Economical

A Cross Between Application Tracking System And Job

Most organizations are faced with the problem of hiring in predefined time frame and budgets. The uses of an application tracing system are many if it’s a small or medium sized enterprise where the numbers of those in hiring team are limited. No Wonder the process stretches to months.

The process to fill a typical vacancy entails publishing the job opening to multiple job boards, Evaluating responses from each of these job boards that often run in thousands, Shortlisting a selected few and taking the process ahead which may vary from organization to organization and from position to position. But it almost always entails is a lot of back and forth exchange of emails and phone calls so as to schedule the written tests/interviews, Co-ordination of the entire process so that everybody is on the same page. And a Pipe line of candidates to be negotiated hard with and to be found an alternative to in case they bail out at the last moment.

There are quite a few vendors both open source and paid with their own set of advantages and disadvantages. But a main constraint that the recruiter has to contend with is that a typical HR person is not somebody who finds it easy to use and is comfortable with a system that is tech heavy. As it is, he is riddled with enough job boards, SAPs , ERPs and other systems to use and master.

A solution to all the above quandaries is . It is essentially a cross between a typical job board and an application tracking system. The opening that is posted on 9kriwala is circulated on all available social channels. All the applicants applying to the job post can be easily, tracked, communicated with, tested and interviewed on the same platform. The status reports can be generated thus negating the requirement of any manual report making and record keeping.

Hiring Pitfalls: How to Avoid the Top Mistakes Hiring Managers Make

The candidate experience is something many organizations overlook during the recruiting process. Yet, a positive experience can have far-reaching business consequences. A survey by the Talent Board found that more than half of candidates (61 percent) who had a positive applicant experience would actively recommend an organization to their peers for employment opportunities. While half of the candidates who have a positive experience share that information with others, close to a third (32 percent) of those who have a bad experience communicate negative word of mouth  about the hiring organization.

 They surveyed applicants and found the variables that contribute most to a positive candidate experience relate to the hiring process timeline and expectations, as well as communication during the selection process. These are also the variables that contribute to some of the most common mistakes hiring managers make throughout the candidate experience.

Here are four common hiring pitfalls  that can tarnish the candidate experience and ways to avoid them:


1. Failing to Convey Information About Your Culture and the Job

Before candidates apply for a position, they want some insight into the culture of the hiring organization and the specific job expectations. A good fit along both dimensions – culture and job requirements – leads to greater employee engagement  and satisfaction. Unfortunately, many organizations don’t take time to convey their employment brand to applicants. While this may sound challenging, it doesn’t have to be.

Revolution In Recruitment Technologies -

9KriWala is founded on how technology can make recruiting and hiring processes more efficient. We’re practically built on the hacking mind frame. We love finding ways to use technology to improve all areas of the recruiting process.

This week we want to give recruiters insights on how to use their technology to improve the candidate experience. The candidate experience can make or break the employer brand. Here are 4 simple and effective ways to improve the candidate experience.

Automated Communications

An astounding 77 percent of job applicants receive no communication from the organization after applying for an advertised position. That number represents a lost of missed opportunities for employers.

Whether this is a “let ‘em down easy” email, or a simple notification that their application has been received, quick and courteous communication is paramount in creating a great candidate experience. This is where your applicant tracking system can help tremendously. 9kriwala automated emails and notifications are ready and waiting to be sent out. This ensures that candidates are treated with the respect of timely communications.

Video Interviewing

ATS: Application Tracking System Usage & Recommendation

According to statistics “70% of companies with fewer than 1,000 employees are not using an applicant tracking system of any kind to manage their talent acquisition process.”

According to a survey, the most small companies are using their own assortment of tools, a combination of emails, MS Office-excel Files and paper files for record keeping and managing recruitment process.

It should come as no surprise that small companies are struggling to source and hire qualified candidates. Only 13% rated their talent acquisition process as more than moderately effective – with nearly 1 in 3 rating their process as less than effective. For these companies, time to hire is running rampant, with 54% taking four to eight weeks to hire a new employee from the time an application is received until the day an offer has been accepted.

These days, an organization’s ability to engage candidates and maintain momentum from first touch to offer extension is vital to their ability to hire better talent. That’s because high-quality talent expects high-quality process. For some employers, a candidate’s interest in the job opportunity will make up for the inherent flaws and bottlenecks in their hiring process. For the rest, however, things are only going to get worse.

While top talent may not care what technology you have in place, they are certainly paying attention to whether or not you’ve acknowledged receipt of their resume, how quickly your recruiters respond to their questions, and how many different times you have them come in for a 20-minute interview.

Recruitment Automation : Latest Trends in Hiring Technology

Companies are looking to make additions to their overseas team. The process can be tiring sometimes taking months before the vacancy is filled. The hiring process if continues over a period of time may cause huge expenses to the recruiter. This can cause the company to go over budget or even result in the company settling on an inferior candidate. Using technology in hiring can help companies save valuable time , resources and infrastructure while hiring valuable resources


Hiring Technology Trends


There are quite a few technology tools that can help you make that key hire. Common technology applications in marketing a new job include social media networking, online classified ads and then there are few tools that look to augment these basic features with filtering and evaluation tools like online evaluations and Video Conferencing Interviews . These tools broaden the company’s audience, allowing for recruiters to reach more qualified applicants from across geographies and time limitations.

Although these strategies allow recruiters to expand their reach, recruiting software is the perfect technology tool to manage and track applicants throughout the hiring process. This type of software streamlines the hiring process, making the hiring process more effective using the above mentioned tools. This can result in filling the intended position more quickly, saving the company time and money.