Kristian Kalle on How to Run an Effective Online Recruitment Process

Kristian Kalle on how to run an effective online recruitment process

This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.


A professional Basketball player once got injured and had to leave playing. He felt that studying and staying in his hometown in Estonia is not enough. So he decided to travel the world. He went to the University of Denmark to do his Bachelor’s. He returned and built a startup that helped recruiters evaluate candidates based on their personalities.

Sounds like a movie script, doesn’t it? Well, it’s not! This is the story of our new guest, Kristian Kalle, CEO and Founder of VideoCV. VideoCV is a screening and assessment tool that allows easy scanning of any candidate’s personality.

Having an entrepreneurial mindset from a young age, Kristian would pick flowers and sell them when he was only ten years old. 

We welcomed Kristian in this new episode of ‘The Shape of Work’ where he provides the know-how of an online recruitment process. He also talks about the changes in the recruitment pattern in the pandemic, post-hire challenges, and culture.

Kristian also shares his inspiration behind VideoCV and how they are working towards making the online recruitment process efficient and cost-effective.

It was normal before to stay with an organization for ten years. Today, the average time people stay in an organization is two or three years, where they want to work for good culture, great co-workers, and feel valued.


Here’s a summary of our conversation with him!

What is VideoCV and how does it help in improving recruitment?

VideoCV is a talent screening automation tool. 

It’s a recruitment tool to understand your candidates better and more before you call them for an interview. And before you invest your time into them, you receive the extra benefit of understanding them through their personalities, and not through papers. This is what they offer to their clients and they foresee a big change in the recruitment industry through this tool.

What led to the creation of VideoCV?

VideoCV is the brainchild of Kristian’s personal experience of the first hiring process he conducted. After completing his Bachelor’s program, Kristian started his first company. As the company grew, they decided to expand their team. He admits that he failed in this hiring process.

Kristian reveals that there were times when a candidate couldn’t even get through the start of the interview as they would figure out that he/she will not be a good fit for the organization. They couldn’t understand these candidates better unless they were invited for an interview.

It struck him how despite constant innovations taking place the recruitment process remained the same. This recruitment industry never progressed.

There is not any difference in the way people applied for jobs in the 1980s from the way they are applying now. Thus, they decided to bring some more into the recruitment process rather than using paper or PDF-based CVs. This is how VideoCV came into the picture.

What changes have you noticed when it comes to recruitment during the pandemic?

Kristian explains that one of the biggest changes the pandemic brought in the industry was remote work. While opening up a huge potential for employers,  it is changing the work culture. Many organizations are struggling to imbibe a clearly defined culture. For example, In Estonia, bigger companies are reducing their office space.

The pandemic has made companies adapt to remote work. Leaders and managers can measure if the employees performed on the same level working remotely as they would while working in the office. Although earlier employers were sceptical to examine this before the pandemic, they are doing it now.

Thus, employers have realized that employees, on average, perform the same or even better being more comfortable with the remote work setting. Even employers can benefit from this by hiring people from any location, creating a huge candidate pool.

Before the pandemic, the number of interviews conducted by an organization was less. The time and cost that candidates had to bear were high for candidates taking leaves from their office for the interview. The scenario would be even more complex for candidates from different cities.

Personality-based recruitment

Kristian shares that an employee’s average period is likely to stay in the company is not more than two or three years. 

Currently, the recruitment process has been shaped towards being more personality-based rather than data-based. People spend 8 to 9 hours at the workplace. They communicate with co-workers, managers and even co-founders. They need to have a culture or an environment where they can put their opinions forward and be heard.

This concludes that organizations should not screen candidates based on their CVs. There’s more to a candidate than education, hard skills and experience. Today, the key is to be able to predict hiring success to make the right hiring decisions.

A personality assessment beats the traditional methods of gathering information and provides recruiters with objective insights that significantly improve candidate selection.

Skills can be taught. But, personality is something that stays the same.

Strategies for founders to increase recruitment efficiency:

Founders of early-stage startups in the beginning often fail to set up a defined employee value proposition. They stress over having fewer funds and small offices so much that they have no idea of what they can offer to their prospective candidates. 

According to Kristian, first, founders need to change that mindset. Having a smaller team with a small/no office and not being backed up by a big investor is normal. But, if a company believes that their product is going to bring a change in a specific market or sector and they need more people to be a part of that change, they should make it their employee value proposition and hire according to that. They should look for people with similar values, who understand the company’s vision and are passionate about the company’s industry.


The recruiters need to make sure the candidates know who they are looking for and why it is important for them.

Follow Kristian Kalle on LinkedIn

Priya Bhatt

I cover Employee stories at Springworks.

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