In the assessment centers we are looking to potential:
- for decision-making;
- to build interpersonal relations;
- for innovations and changes;
- to achieve the result;
- to work on themselves.
Candidates, who performed well in the assessment center, go to the final stage – interview with the executive. If the last stage had been completed successfully, the candidate receives the offer of internship.
The elongated chain of selection, surprisingly, saves our recruiters' time. Asynchronous video interview helps us to assess candidates by correspondents and to exclude unsuitable even before private meeting.
We used the internship programs as a testing ground for new technologies. We are currently testing asynchronous video interviews for recruitment of more experienced candidates. Of course, experts with the experience are not so willing to record videos, how students and graduates, burning desire to get into our bank. In any case, asynchronous video interview is an interesting tool in the arsenal of the modern recruiter.