Are you one of those recruiters who already started interviewing potential candidates via video or do you think this approach is something that is never going to happen or not really needed at your company? In 2012 a survey conducted by Office Team showed that 63 % of Human Resource Managers use or have used video interviews in their hiring process. There are many more studies which show similar results and prove that digital interviewing is not just a temporary craze but a trend to stay. Let’s also not ignore the fact that there are already more than 100 companies available on the market that offer their own video interview software programs.
What does that tell you? Hiring practices have changed dramatically in the last years because more and more companies are facing larger amounts of candidates and feel forced to rely on various software programs in order to achieve their goal: to hire great talent quicker, better and cheaper. It is known that many companies start their screening process by using screening software programs (Applicant Tracking Systems, aka ‘ATS’) first, followed then by online skills assessments and last but not least video interviews. This makes us aware that global competition is getting increasingly tougher and strategies need to be applied in order to facilitate the whole process.
A Recruiter has basically two options to choose from:
1) A Live or ‘Two-way interview’: Using Skype/GoogleHangouts/FaceTime which comes at no additional cost and is being conducted live on a certain day and time.
2) A ‘One-way interview’: Using a video interview platform whose price can vary depending on the vendor you choose. Most of them come with additional benefits, such as: pre-recording your questions and watching/listening to the candidates’ questions in your own time, a branded interface, an end user support for potential questions, specific compliance factors and note tracking.
The benefits from a recruiter’s perspective to interview their potential new employees via video speak for themselves: it gives an interviewer a better understanding of a candidate’s personality (body language, behaviour, appearance, communication style), it reduces considerable travel costs (particularly if you would have to invite someone from overseas), a tremendous amount of time can be saved and thus productivity increased, re-evaluation is possible for the Hiring Manager as well as other panel interview members, a wider candidate attraction and search is possible (more passive candidates would be motivated to apply because they would not have to take time off in order to attend a face-to-face interview), better employer-branding, convenience for both parties and thus more flexibility, a better multimedia enriched experience, it is easier to organise (there will be no scheduling issues) and if you choose free software programs (e.g. Skype) it is also affordable without having to spend anything extra.
Other reasons why Hiring Managers will not ignore video interviews in the future are stated here: