Finding good and quality talent is essential to any company development. The characteristics of managers leads to different approaches to the recruiting process. The use of video interviewing is however, able to assist these different types of managers and aid in the recruiting process and make it seamless. Here are some of the different types of managers and how video interviewing can assist them:
1. The Procrasta-Manager
So, it’s safe to say some managers (and people in general) procrastinate, and possibly on a regular basis. The decision to hire a candidate shouldn’t wait until the last minute and be a hurried choice. For those procrasta-managers who hire with haste, video interviewing can be the solution that takes your candidate choice from a rushed judgment to a more educated assessment of talent fit.
Video interviewing provides a window into the candidate’s cultural fit. Sharing candidate files with other colleagues to get a well-rounded assessment of the talent’s company helps the hurried hiring manager (who doesn’t have the time to spend contemplating it themselves). It keeps candidate information organized, so their interviews are easily accessible.
2. The Micro-manager
A micro-manager is a boss, manager or supervisor who provide excessive supervision of their employees. The traits that make a supervisor a micro-manager are hard to break; they measure too much, they monitor too closely. Much like helicopter parents, helicopter managers hover.
They have a hard time completely passing a project to their team, so they have to give their input on every… single… detail. Video interviewing can help slow the hovering propellers of a helicopter manager during the hiring process. Using video while assessing candidate allows micro-managers full access to the potential candidates for review and to provide input on spot without necessarily having to physically hover over their colleagues.
3. The Passive Manager
The passive manager sits back as no one takes charge of projects or decisions. This is where video interviewing comes in to give them – or rather, force – a bigger voice.
With the interview tool, other managers are able to review the candidate interviews at their own convenience. This gives hiring managers who tend to let others make the ultimate decision, the power for the “go-ahead.”