Why you should add video interviews to your recruitment process

Technology has streamlined the recruitment process and provided an improved experience for both candidates and employers. The use of video interviews as part of the recruitment process has grown significantly, for good reason.

1. More time and cost-effective

The interview process can be costly, even when the end result is a new hire who’s a perfect fit. Not only that, but conducting round after round of in-person interviews only adds to an already lengthy hiring process.

Video interviews reduce the cost limitations that many companies face, particularly when interviewing long-distance candidates. Transport and accommodation costs are removed from the process, which reduces recruitment costs significantly.

Reduced time to hire is another immediate benefit. Recruiters can manage their talent pipeline, reduce the volume of applicants and identify high-quality applicants in a much faster time.

As well as a faster hiring process, video interviews can prevent time wasted on no-shows, or applicants who disqualify themselves early on in an interview. If it’s clear a candidate isn’t suitable, do you end the interview there and then? Most likely not. Instead, you continue as normal for the allotted time. Meanwhile, you’ve just wasted time that would be better spent on other candidates.

Videos give you the choice to review as much or as little of an interview as you see fit, letting you disqualify early and get back to other tasks.

2. More effective screening

Not only do video interviews reduce costs and time to hire, they also offer a more consistent process, allowing for direct comparison and more effective screening.

For pre-recorded video interviews, candidates all answer the same questions. They are given the same amount of time to prepare their answer, and the same amount of time to answer. Whilst the key questions of an in-person interview might be the same, the direction of the conversation between recruiter and candidate often change, meaning recruiters are left to face the challenge of comparing two very different scenarios in their efforts to hire the right person.

Video interviews give recruiters the chance for direct comparisons, which makes the screening process fairer and more effective.

3. Reduced discrimination

LinkedIn’s 2017 Recruiting Trends reported that companies are working to eliminate bias, reduce discrimination and increase diversity in the workplace. Pre-recorded video interviews provide an effective method for doing just that. So, if a candidate feels unfairly judged, their interview and the interviewer’s scoring can be reviewed at any point since everything is recorded.

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The portability of video interviews makes them ideal for busy HR teams. Collaboration is easy, so other team members can watch and assess video recordings at their own convenience, when they can give it their full attention. The more people involved in the hiring decision, the less likely the decision will result from discrimination.

4. Better candidate experience

Not only have technological advancements given employers the chance to research an applicant before calling them for an interview, they’ve also opened companies up to thorough investigation by candidates. To stand out from the crowd, employers need to offer a positive candidate experience, and video interviews are an effective method for improvement.

Sonru’s research findings into candidate’s thoughts and impressions of video interviews were largely positive. In fact, more respondents reported they would prefer a video interview to a traditional in-person interview for future screenings.

5. No geographical limitations

The added flexibility and convenience is another huge benefit of video interviews. Introducing video interviews to your talent acquisition process can expand your candidate pool beyond those actively searching for employment in your area. Jobseekers can complete their video interview at a time that’s convenient to them. Because of this, they widen your net to include passive candidates who might not otherwise interview because of travel and time away from work.

6. Improved quality of hire

Finally, video interviews can improve the quality of the talent you hire. Unlike phone interviews, videos allow you to see the candidate, giving you the chance to get a real feel for their aptitude for the position. Since you can re-watch an applicant’s interview as many times as necessary, you can form a more accurate assessment. Non-verbal clues like facial expressions and body language are good indicators of a candidate’s aptitude.

With the benefits outlined above, it’s unsurprising video interviewing is being adopted by businesses of all sizes for all roles. They can offer a less-stressful candidate experience, as well as helping recruiters to find and attract more qualified candidates.

Do you use video interviews as part of your talent acquisition process? Let us know your thoughts and experiences in the comments below.



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