By Bridget Webb

WePow, Inc.

vp of marketing

bridget@wepow.com

Seven Criteria to Consider When

Choosing a Video Interviewing Solution WePow Buying Guide

© 2013 WePow, Inc.The information in this document contains proprietary information of WePow, Inc., which is protected by United States copyright laws. All rights reserved. No materials from this document can be duplicated, copied, republished or reused without the written permission of WePow. The information and projections contained in this document reflect the research and opinions of WePow.

Seven Criteria to Consider When Choosing a Video Interviewing Solution -WePow Buying Guide

Interest in video interviewing is growing quickly. Vendors are innovating at a rapid pace to grow with the new ways employers are using video interviews to connect with candidates and engage with employees.

When choosing a video interviewing solution, use this buying guide to discuss your buying ETKVGTKC�YKVJ�UVCMGJQNFGTU�VQ�FGVGTOKPG�YJKEJ�UQNWVKQP�CPF�RTQXKFGT�DGUV�ƒVU�[QWT�PGGFU�VQFC[�and in the future.

Table of Contents

1. Are the interviews live, pre-recorded, or both? 3 2. Reinforces your employment brand 4 3. Provides a great candidate experience 4 4. Helps interviewers create new interviews quickly 4 5. Maintains recruiter and candidate privacy 5 6. Secure and IT-approved 5 7. Priced appropriately for your organization's needs and growth rate 6 Adapting the criteria to your organization 7 About WePow 7

02WePow Buying Guide / The Seven Criteria

1Are the interviews live, pre-recorded, or both?

Live and panel interviews are good for organizations who:

- want to expand their reach – no limitation on in-person interviews.- wish to reduce recruitment cost related to travel expense.- wish to not spend time pre-recording an interview or doing any setup. This is the closest to a Skype video chat experience. - want to see candidates’ immediate reactions to their questions and facial expressions, without giving candidates time to think about their answers. - want to involve more than one interviewer.- want to record the interviews for review by other hiring team members later.

Pre-recorded/asynchronous/time-shifted interviews are good

for organizations who want to:

- improve their time-to-hire.- cut travel cost related to interviewing.- do more with less resources. - reduce time spent on scheduling phone screens and interviews. - decrease time spent conducting phone screens and interviews. - involve more than one person in the evaluation of candidates before in-person interviews. - ensure that candidates are getting a compliant and consistent interview experience. - interview candidates anytime, anywhere - 24/7 recruiting.

The record-once, invite-many nature of pre-recorded video interviews offers much higher ROI potential to employers and enables recruiters to focus more of their day on high-value tasks, like sourcing passive candidates and collaborating with hiring managers.

Decide with your team whether they want to start with live/panel video interviews or take advantage of pre-recorded interviews right away. You may want to seek a provider that offers both live/panel and pre-recorded interview options so that you can use one version in today’s recruiting process and switch to the other when you’ve perfected your video recruiting capability.

03WePow Buying Guide / The Seven Criteria

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Reinforces your employment brand Candidates are evaluating your organization as much as you are evaluating them. Will your video interview experience put your authentic employment brand and story in front of your candidates on both web and mobile devices? Or does the solution have equal functionality and special considerations to take advantage of the best of each medium?

Successful employment branding yields quality hires, better retention rates, and increased employee referrals. If these metrics are of importance, then be sure to choose a video interviewing solution provider who will work with you to ensure your company is portrayed in the best way possible.

Provides a great candidate experienceIs the video solution intuitive? Does the provider offer 24/7 assistance? Are practice questions offered so candidates feel more comfortable? Can candidates conduct interviews when they choose and how they choose, even from their mobile device?

Finally, if your hiring strategy targets a low-tech segment of the workforce, but meeting candidates face-to-face in a scalable way is still important to you, is the video interviewing solution adaptable to more accessible means of allowing candidates to take your video interviews?

Helps interviewers create new interviews quickly How much repetition is there across your interviews? Do you ask the same questions of every potential new hire? Do you interview many candidates for the same role, such as Business Development or Front-Line Employee?

Look for features in video interviewing solutions that make it easy to leverage past work. If the solution saves each recorded video question to a library, then building new interviews can take just a few minutes. Recruiting your CEO to record an introduction video is much easier if you can get them to spend just 15 minutes recording one video that can be used repeatedly, which will also allow candidates to experience a warm welcome. Similarly, a video of the hiring manager or the senior leader of the division goes a long way for engaging all future hires in that role or organization.

04WePow Buying Guide / The Seven Criteria

65Maintains recruiter and candidate privacy

For simple hiring needs, recruiters and hiring managers have been tempted to use consumer XKFGQ�EJCV�UGTXKEGU�VQ�KPVGTXKGY�ECPFKFCVGU��6JG�ƒTUV�RTQDNGO�VJG[�TWP�KPVQ�YKVJ�VJCV�CRRTQCEJ�is having to disclose their Skype or Google Voice username, thus ending up on the candidate’s contact list long after the interview is over. Similarly, candidates may not want recruiters and potential employers to see their personal account’s availability status after the interview.

Secure and IT-approved

What is your IT organization’s policy on installed software? Some companies restrict employees from downloading consumer video clients like Skype, because of the potential security risk. Even web-based solutions should be evaluated for security compliance.

Understanding your IT organization’s security requirements up front can save you a great deal of headache later down the road. Ask for the video interviewing solution’s security standards and policies to help your IT organization evaluate whether they meet requirements for enterprise use.

05WePow Buying Guide / The Seven Criteria

Priced appropriately for your organization's

needs and growth rate How can your organization budget for video interviewing technology? Since the space is new, pricing and contract styles will vary widely from vendor to vendor. In order to help you compare apples to apples, you may need to estimate the following criteria in order to predict the budget you will need initially and in the future. Fill in the table below and have the numbers handy when discussing pricing:

Sharing these numbers should help the vendor provide you with accurate pricing for your organization. However, ask these additional questions to understand the total cost:

- Will the vendor work with you to scale spending, according to the extent of your organization’s adoption? - Are there any extra set-up fees on top of the regular contract pricing? - Does the vendor offer a start-up package for you to do a small rollout initially, before paying for the full company’s needs? - Is there additional cost for mobile app use?

Estimate First 3 Months 3 Months - 1 Year Beyond 1Year

Number ofrecruiters utilizingplatformNumber oflive/panel videointerviews to beconducted monthlyNumber ofpre-recorded videointerviews to beconducted monthly

Integrate with ATS

06WePow Buying Guide / The Seven Criteria

Adapting the criteria to your organization Involve your fellow stakeholders in answering the questions posed in each of the seven criteria. You want to make sure you are choosing a solution that will be well-adopted internally, as a helpful tool, rather than an intimidating piece of technology that needs to be learned.In addition, ask your buying team to rank which criteria are the most important to them today, and what will be important to them in 1-3 years from now. These steps will help you take into account the unique current and future needs that your organization has.

About WePow

WePow is a global leader in recruitment communication, offering breadth, depth, and a personal touch to attracting talent. WePow’s scalable and customizable video and mobile recruitment solutions simplify the way talent acquisition goals are achieved. Our innovative ENKGPVU�CTG�KPETGCUKPI�VJGKT�RTQFWEVKXKV[��KORTQXKPI�VJGKT�GHƒEKGPE[��CPF�UKIPKƒECPVN[�TGFWEKPI�their interviewing cost, while improving the quality of their engagement with candidates. At WePow, we translate human interactions into amazing experiences!

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07WePow Buying Guide / The Seven Criteria