This eBook presents research findings on how Video Interviewing is used for a wide range of roles. From Graduate level right through to senior hires, Video Interviewing has become an integral part of the recruitment process.

1. Role on Video Interviewing
eBook
Research findings on how Video Interviewing is used for a wide range of roles

2. 2
Overview
“What roles can I use video interviewing for?” and “Can I use Sonru
for Senior level and niche roles?” are questions we get asked
regularly. As automated online video interviewing has become
mainstream, the roles interviewed for have expanded, from
entry-level right through to Director level.
Welcome to our Role on Video Interviewing eBook where we
have brought together some impactful insights on:
•How the demographics of video interviewing are changing
•How candidates are evolving
•Going beyond entry-level/junior roles
These statistics have been gathered from user data of over
220,000 interviews, from over 30,000 randomly selected
recruitment campaigns conducted between 2011 and 2016.
Join us on our journey of discovery!
6 x increase
in
candidates
over 55
Gender gap
equalised
85%
completion
rate for
Senior roles
78%
completion
rate for Mid
Level roles
85%
completion
rate for
Graduate
roles
15% of
candidates
are Internal
hires
© Sonru
A small taster of what’s to come…
Both high-volume graduate recruitment and low volume senior
roles achieved an 85% response rate using Sonru, highlighting that
automated video interviewing is suitable for a wide range of roles.
No part of this document may be re-used without reference to the source and due credit given.

3. Contents
The Evolving Video Interview Candidate
Senior Roles
Mid Level Roles
Graduate & Campus Recruitment
Internal Roles
No part of this document may be re-used without reference to the source and due credit given.
Conclusion
© Sonru

4. 4
The Evolving Video Interview Candidate
Roles in Year 1
2011 - 2012
Roles in Year 5
2015 - 2016
As online automated video interviewing becomes mainstream, usage has
grown across all sectors and for all levels and type of role
Our white paper. ‘200,000 Insights on the Candidate Experience of Video Interviewing’, has more insights on the Sonru candidate experience.
© Sonru

5. 5
The Evolving Video Interview Candidate
Gender of Respondents
2011 – 2016
Gender gap equalised
Year 1
2011 - 2012
Year 5
2015 - 2016
© Sonru
Age of Respondents
“The video interview stage is an integral part of the comprehensive recruitment process at CERN, and this applies to all
roles, from administrative assistant and firefighters, to engineers, technicians and up to Director level."
Anna Cook
Deputy Group Leader – Talent Acquisition
CERN
6 x increase in over 55s

6. 6
Video Interviewing for Senior Roles
Multiple sectors 85% completion
A flavour of some of the Senior roles
interviewed for using Sonru
© Sonru
Age of Respondents
Senior Roles
Key Benefits
Senior Roles
“A great tool and experience, also for the
candidate to prepare better for a in person or
face to face interview."
Director of Facilities, Italy
“It was the first of its kind and very impressive."
Division Director, Kenya
“Fantastic idea, well structured and easy to
follow.”
Associate Director Marketing, UAE
10% had previously
completed a video
interview

7. 7
Video Interviewing for Senior Roles: Client Feedback
Interviewing candidates
in remote locations
Key Benefits
Reduced time to hire
Team Buy-In
© Sonru
Senior Recruitment Snapshot: Concern Worldwide
Number of Vacancies % filled in
under 9 weeks
Pre-Sonru 42%
Sonru 74%
“We have introduced Sonru for senior level vacancies as we have found that video screening aids our recruitment immensely, particularly in the
global context, regardless of level of position. We do not see the seniority of role as a reason to reject standard processes, in fact, it makes all the
more sense to use Sonru at high level as most junior staff are expected to complete one, and results in hiring managers being familiar with the
process from both sides.“
Kim O’Kelly
Recruitment Team Lead
Concern Worldwide
Concern’s recruitment challenges are more
adverse than most - the remoteness of their
candidate pool can be problematic. Concern
maintain that Sonru has solved many of the
problems associated with recruiting in some of
the most remote regions in the world.

8. 8
Video Interviewing for Mid Level Roles
Multiple sectors 78% completion
A flavour of some of the executive level roles
interviewed for using Sonru
© Sonru
Age of Respondents
Mid Level Roles
Key Benefits
Mid Level Roles
Almost 10% had
previously completed
a video interview
“Great idea, friendly user interface.”
Supply Chain Manager, Australia
“Very innovative and an excellent way to see and
hear potential candidates.”
Marketing Executive, UK
“Nice challenge. Refreshing! I need to do more of
these.”
Stock Exchange Account Manager, South Africa

9. 9
Video Interviewing for Mid Level Roles: Client Feedback
Rolls Royce in the UK have been using Sonru to
remotely recruit and hire candidates for new
engineering centre in Bangalore.
5x higher offer rates
Key Benefits
30x faster with video
interviewing
Validation and verification
of candidates’ skills
“One of our divisions in Singapore had been using Sonru so we thought it might be the solution to our problem. Video interviewing has done
everything we wanted it to do and more, we’ve never looked back.”
“We are definitely seeing a much better calibre of candidate coming through to the Assessment Centres that we would have without that step. Just
being able to see them up front, looking for the nonverbal cues, their communication style and how they handle themselves tells us so much.”
Lindsey Gamble,
Global Resourcing Manager– Engineering, Supply Chain & CHQ
Rolls-Royce Plc
© Sonru
Executive Recruitment Snapshot: Rolls Royce
Selection Method Application Form
Only
Application Form &
Video Interview
Number invited to
Assessment Centre
20 8
Hiring managers time
to interview each
candidate
90 minutes 10-15 minutes
% Offered Position 5-10% 30-50%

10. 10
Video Interviewing for Graduate & Campus Recruitment
© Sonru
85% completionVaried sectors
Some clients using Sonru for
graduate recruitment
Key Benefits
Graduates
59%
interviewed in their
native language
“Wonderful experience. Great way to
show our interests and skills.”
Graduate, India
“The step by step guide was flawless and
very easy to follow.”
Graduate, Australia
“Love moving forward in technology and
was excited to take part in this.”
Graduate, France
25% had previously
completed an
automated video
interview

11. 11
Video Interviewing for Graduate & Campus Recruitment:
Client Feedback
Nestlé Australia used Sonru as part of their ‘Next
Gen Nestlé Program’, looking for future leaders in
Marketing, Sales, Supply Chain, Finance and
Technical & Production.
They consider Sonru to be a convenient and
modern screening approach to their recruitment
process.
More convenient
interview reviewing
Key Benefits
Better quality responses
“We wanted to introduce a more modern approach to screening but also see, understand and interact with our candidates in a
different way. We have had great feedback from candidates that Sonru is a great tool and feel that they can express themselves during
the recruitment process in a way that they want.”
Kristina Travers
HR Information, Advice and Recruitment Manager
Nestlé
© Sonru
Graduate Recruitment Snapshot: Nestlé Australia
Assessors relate better
to candidates
Want to know more on how some of the world’s leading companies are using Sonru for Graduate Recruitment? Download our 2-page guide, here.

12. 12
Video Interviewing for Internal Roles
Up to 15% of all
candidates are
Internal hires
85% - 100%
Completion
A flavour of some of the internal roles
interviewed for using Sonru
© Sonru
Age of Respondents
Internal Roles
Key Benefits
Internal Roles
15% had previously
completed a video
interview
“SONRU – easy to use, innovative recruitment tool.”
HR Role, Austria
“Amazing. The world has become a smaller place
and we can connect to anyone at anytime.”
Finance Role, UAE
“Awesome.”
IT Role, Czech Republic

13. 13
Video Interviewing for Internal Roles: Client Feedback
The ‘Aspire to’ programme aims to develop existing
assistant store managers to become store managers
of the future. Given that there are currently about
350 assistant managers across the business, EE had
anticipated a high response rate as everyone was
given the opportunity to apply.
“Video interviewing appealed to me as a really good solution as all applicants would be coming from the same level, same role and would
have already been through our external recruitment process. It would have been really hard to distinguish as opposed to external
applicants we knew nothing about.”
Claire Chal,
Frontline Resourcing Senior
EE
© Sonru
Internal Recruitment Snapshot: EE
Interview Methods Phone & Face-to-Face Sonru Video
Length of Interview 60 minutes 15 minutes
Length of Recruitment
Cycle
8 weeks 4 weeks
Improved conversion
rates
Key Benefits
Eliminated phone
interviews
50% reduction in time to
hire

14. 14
About Sonru
Sonru has a varied and global client list - read about their experiences here.
Email:
sales@sonru.com
© Sonru
Conclusion
As our research shows, automated online video interviewing is suitable for all roles, from entry through to senior level. As organisations have
embraced video interviewing, the candidate demographic has changed. The response rates highlight the acceptance among candidates across a range
of ages and roles.
Sonru is proud to be part of our clients’ recruitment processes and our video interviewing platform is continuously adapting to the needs of clients and
candidates alike.
Happy Hiring!
No part of this document may be re-used without reference to the source and due credit given.
Sonru is the trusted global leader and pioneer of automated video
interviewing for screening candidates.
Sonru enables recruiters to replicate a live interview by replacing
early stage phone or face-to-face interviews. Recruiters and
candidates do not have to be online at the same time. Forget about
scheduling interviews, time zone restrictions, no shows and
unsuitable candidates.
With tailored screening questions, recruiters can immediately screen
out candidates that do not meet their criteria, shortlisting only the
most suitable candidates.
Meet the best candidates earlier in the process, see their fit,
personality, drive and motivation, and save time and money.