At Ubisoft, collaboration between recruiters and managers is essential, because it begins when a job opens up with a briefing. The manager details their need, presents their team, how they are organized, and what tasks the intern will be expected to do. Next, they jointly meet with the selected talent. After the sourcing step, however, the managers are not included in the pre-screening process.
Because the interview is on-demand, sharing features enable the managers to act very early in the applicant selection process. They can watch the videos and form initial impressions of the pre-screened applicants. This gives them a clear benefit going into the face-to-face interview.
The questions asked during video pre-screening are concocted in tandem with the recruiters so that they are less HR-focused and more job-focused. The idea is understanding not just who the applicants are but also knowing whether they understood the job listing. HR can thereby ensure genuine equality in the pre-screening phase because the questions asked are always the same.
A video interview takes less time to watch and analyze than a telephone interview. It can also be rewatched if doubts persist, or shared for a cross-evaluation, and is just easier to organize, as the applicants have five days to produce their interview. With data centralization, the recruiter can set a time slot to watch all of the videos received and evaluate them directly. This is a sign of flexibility when you consider the complexity of managing HR schedules.
Since there is little to tell the applicants apart when they are seeking internships, because they are students and have little experience, the video interview makes it possible to highlight their personality. This makes it easier to give an opportunity to applicants who didn't necessarily go to the right school or get the right degree.
The ability to rewatch videos multiple times makes it possible to not just address doubts or uncertainties about a given talent, but also to fight against certain biases. For instance, recency bias causes people to tend to remember the latest videos best, forgetting previous applicants. In the evaluation, first-impression bias can also be reduced. The applicants have the same questions, so they are judged based on the same criteria. This makes it easier for recruiters to exercise informed judgment.
“It’s important to give all our applicants feedback, to take the time to thank them and debrief after the interview which is rather new.” - Bastien Gaultier, Talent Acquisition and Project Specialist, Ubisoft International