Why video screening is an essential part of NAB's recruitment process
Find out why video screening is an essential part of the hiring process at National Australia Bank (NAB).

NAB has scrapped CVs and face-to-face interviews for most of its entry-level jobs and technology is reshaping how the bank hires, says Talent Acquisition Manager Michael Virgo.

All entry level jobs at the bank are recruited centrally and video screening play a key role in NAB’s innovative volume hiring model.

A three-stage process

Once a candidate replies to one of NAB’s recruitment campaigns, they are sent a link to an online assessment that tests for abstract reasoning, verbal and numerical skills. If they reach the assessment benchmarks, candidates are invited to do a video interview. Those that shine are then invited to one of NAB’s regional engagement centres.

Virgo says the video screen process saves his team hundreds of hours and ensures that the hiring process is more objective by identifying stand-out candidates early in the process.

NAB’s video screen questions vary according to the role, but are likely to include questions about:

  •     Why candidates want to work for NAB
  •     Their resilience
  •     Their personal motivation

Well-structured responses

“These roles are all customer-facing so we are looking for how candidates communicate and structure their answers,” says Virgo. “Are they clear and concise? Do their examples actually answer the question? Do they present themselves well? How do they communicate? Do they smile?”

Virgo’s Melbourne-based team scores each candidate’s video screen answers out of five. An aggregate score is compiled from all three answers and candidates with results are above a baseline score are invited to an engagement centre.

Reduced hiring time

Video screening streamlines NAB’s recruitment process and enables Virgo’s 11-person team to recruit for 2,500 to 3,000 roles a year.

“Using video screening is an efficient way to get through a large number of applicants,” says Virgo.

“The time it takes us to review a video screen and to get the essential information (is significantly reduced) compared to face-to-face. We can review the videos in three-to-five minutes.”

Previously a typical phone interview took 30 minutes to an hour of a staff member’s time.

Video screening is only a part of the recruitment process, but Virgo and his team know very quickly during the review process if someone is going to be a strong candidate.

“The video interview gives us insight into how they think and if their replies are structured that is probably how they will approach their work,” he says.

Another bonus is that the applicant pool size is reduced and good candidates are identified earlier in the process.

Benefits all round

Virgo appreciates that candidates can be apprehensive about video screening, but insists the process is worthwhile for candidates and employers alike.

“It really is a good opportunity for candidates to shine,” he says. “It is a two-minute window to really sell yourself without all the added pressures of what goes on in an interview.”

For employers, video screening provides a highly consistent approach to questioning candidates and removes unconscious bias, says Virgo.

“This is data-based hiring, which means we are hiring the best people for the roles by recognising their cognitive abilities and answers to pre-determined questions, instead of just looking at people we like.”