Item: VidCruiter
Rating: 10
Author: Valerie Salas

Overall Satisfaction with VidCruiter

Use Cases and Deployment Scope

We are using Vidcruiter across the Talent Recruitment department to initially screen candidates in consideration for roles. Some external departments to talent also use it when they are looking to hire staff and our department sets them up with a Vidcruiter interview to screen candidates.

Pros and Cons

Pros

Ability to edit and change rubrics as needed within a video
Easy to use and understand
Their customer service is superb

Cons

The integration to our ATS was a little slow (and still not up yet although I think the last stretch is on our end)

Most Important Features

Ability to create and use rubrics
Editing the questions to fit interview needs
Being able to duplicate interviews and then use new ones
Easy way to save and archive (very customizable, too)

Return on Investment

Efficiency of reviewing candidates (watching a video vs. scheduling a phone call)

Alternatives Considered

Spark Hire

We selected VidCruiter over Spark Hire mostly because of the ability to edit rubrics. In a world where equity is at the top, we must be able to rate candidates in a non-biased way and being able to edit the rubrics allows us to do so. We also through customer service was top notch at VidCruiter and decided to keep using it (we considered switching to Spark Hire at one point)

Key Insights

Do you think VidCruiter delivers good value for the price?

Yes

Are you happy with VidCruiter's feature set?

Yes

Did VidCruiter live up to sales and marketing promises?

I wasn't involved with the selection/purchase process

Did implementation of VidCruiter go as expected?

Yes

Would you buy VidCruiter again?

Yes

Other Software Used

SmartRecruiters

Likelihood to Recommend

Vidcruiter is great for initial screening purposes. I love that we can use it as a tool to initially screen candidates and determine what next steps would be best in the process but don't have to commit to doing a phone call or more. We can watch the videos on our own time and then make decisions. I would say it is less appropriate after you've engaged with the candidates (such as a phone call or in-person interview) and then have them do some kind of video interaction (but that's a preference and thinking about candidate experience)

Comments

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Excellent product-- even better customer service!