Lately, we can observe that Decathlon has been developing actively and hiring numerous employees for their new chain stores. The extension of teams by several new team players in peak periods is a common practice in the retail industry. Usually this happens as a reaction to the increasing seasonal sales.
According to the recent statistics, 5 out of 150 applicants are hired. Obviously, there is a huge difference between reading about the passion for football on the candidate's CV and seeing this soccer fan in real life with his eyes shining and him talking about his favorite team. That is why a personal meeting with someone often leaves a more accurate impression than looking through his or her portfolio. Nonetheless, it is obvious that such company as Decathlon has so many applicants that spending hours on face-to-face and telephone interviews is simply inefficient.
Hence, asking applicants to submit their video resumes via email appeared to be an optimal solution. However, the experience has shown that such videos did not provide the chance to evaluate the key competences.
Oleg Sychugov from ABC Consulting suggested to try out the new digital technology - video interview. After conducting a market research, the choice fell on the HR tech tool called VCV. This platform allows recording videos as answers to the questions preselected and discussed within the company. Testing of the service began in August, and in October (2016?). The new technique was included into the compulsory selection process for all job vacancies in the 49 Decathlon chain stores.
The implementation of VCV allowed to decrease the amount of time spent on each applicant significantly - in 2 months about 12 working days or 24 hours could be saved. There is also a psychological drop out at the recording stage - the percentage of applicants who are willing to make an effort by producing the video, increases. An important advantage of using video interviews is finding balance between phone or e-mail communication with candidates and personal meetings with them. In the end, the behavior and appearance of an applicant are almost the same as those recorded on the video. Another benefit of a digital interview is that it can be taken anywhere and anytime: during lunch, in traffic jams, on the way to work or home.