What are the advantages that the CVing process offers to a recruiter?

What are the advantages that the CVing process offers to a recruiter?

CVing was designed for the needs of today's and tomorrow's recruiters. Among the main advantages offered by the new process:

Higher quality selection: According to Albert Mehrabian, a renowned scholar of non-verbal communication, only 7% of communication is verbal — meaning that a phone interview does not allow recruiters to fully capture the qualities of candidates.

Practicality: The world of work is now globalized, and the need to optimize time and distance becomes even more relevant when talent is spread across many countries. From their own desk, the recruiter can access quality information that is usually not available at this stage.

Interviews for everyone: Given the complexity of skills required of new hires today, being able to meet every single candidate is very important. CVing has created a sustainable format that allows interviews to be extended to a much larger number of candidates, greatly helping in the identification of talent.

Brand enhancement: "Brand identity" and "employer branding" are two highly relevant and central topics for companies today. Brands now strive to manage every touchpoint with the market, and the candidate touchpoint has risen to the top in terms of influence on brand perception — especially due to the intensification of talent acquisition and the ever-growing volume of applicants being evaluated. Recruiters often conduct dozens of consecutive phone interviews and, by the end of the day, risk conveying their fatigue and frustration, creating a distorted image of the entire organization. The CVing process drastically reduces this risk, ensuring that candidates come into direct contact with the company only at the time of a potential in-person visit, allowing elements such as atmosphere, feelings, and full visual communication to play their role. Furthermore, a company that is up to date and technologically advanced makes a positive impression on candidates, who perceive the environment as stimulating and forward-thinking.

Interview sharing: Influential managers at a company often tend to reject candidates within less than a minute of the interview starting. CVing allows the recruiter to share the best video interviews with colleagues, deciding together who to invest time in — and potentially involving technical staff from the very beginning, enabling a more objective evaluation. In the case of staffing agencies, video interviews of shortlisted profiles can be shared with the client in advance, avoiding awkward situations.

More value for recruiters: Currently, much of a recruiter's activity consists of repetitive and unproductive actions. With CVing, these tedious and time-consuming tasks are eliminated, allowing recruiters to finally express their talent and boost their productivity. In the case of agencies, it has been found that a single operator can manage up to 18 positions per month, compared to today's average of 7.5 positions/month.

Emotional intelligence and attitude assessed upfront: The key capabilities of a true talent are emotional intelligence, attitude, and personality — which, thanks to the video format and a certified personality test, can be explored more in depth.