You’ve no doubt heard the buzz about video interviewing, and know of some companies who have implemented it as part of their recruiting strategy. However, the notion of redesigning interviewing processes, or investing in technology, may make you wonder if it’s worth it.
The video interviewing of the past was expensive. It required costly, bulky equipment, and required coordinating a time and place with compatible equipment on the other end. Now, almost everyone has the capability and access to conduct video interviews via phone, tablet or laptop.
Not only is it less expensive and easier than ever before, but the options are plentiful. Employers can use one-way interviews to gather short, pre-recorded video interviews as candidates are first presenting themselves, as a way to expedite the pre-screening process. For those candidates invited to go further in the interview process, employers can utilize live video interviews in place of the traditional phone interview.
If you’re still reluctant to take the plunge into the world of video interviews, here are a few things you may want to consider:
Making a first impression
Most job seekers would agree that trying to stand out in a large pool of resumes can be difficult. Video interviews allow applicants to differentiate themselves. They’re able to showcase their personality and to be creative. They’re also able to highlight important skill sets, and share more detail than they can with a resume. For example, explaining their reasons for leaving their past employers, or what their job titles were versus the work they actually did.
One of the many great features of doing a video interview, is that it allows applicants to re-record the video until they are satisfied with it. Candidates have the opportunity to carefully consider each question. This allows for them to adequately prepare and present themselves in the best light possible.
Charisma and strong communication skills are important and something that recruiters and hiring managers want to see. A video interview allows these to shine through right away in that first impression.
If you are at all interested in becoming an employer of choice, you know how important your brand is. This means that having a positive candidate experience is critical. Offering your candidates the opportunity to conduct a video interview gives you a competitive advantage. Recruiting is marketing, and you’ll want to show candidates that being “tech savvy” doesn’t just belong to large companies anymore.
Most applicants appreciate the opportunity to really showcase themselves, and “make their pitch” as to why they’re the right person for the job. Being sensitive to candidates’ time, coupled with making the interview process simple, convenient, and personalized, positions you as an employer of choice.
A major advantage to video interviewing being confidential, is its convenience when targeting top talent, especially passive candidates. Recruiters are more likely to get a passive candidate to agree to a video interview, than they are to get them to take time off of work to travel to an office for a face-to-face interview. Because candidates can record and submit a video interview at a time that is best for them, they are more easily able to keep their job search confidential should that be necessary. This is a great way for candidates to feel like they are interviewing in a non-committal way, and allows employers the chance to continue to sell their organization and the opportunity.
Saving Time and Money
Most recruiters and hiring managers are looking for ways to streamline their resume review and interview processes. The sooner they can fill positions, the sooner that critical talent is hired and on board. But getting through the mass of resumes, and then conducting high volumes of phone interviews, slows the process.
Video interviews allow recruiters to watch video interviews on a more flexible schedule, rather than trying to coordinate with a candidate’s schedule. They can also eliminate candidates who wouldn’t be a strong match early on, rather than scheduling time to do a phone interview, saving sometimes an average of 30 to 60 minutes of time per candidate.
Additionally, in an age where more companies are engaging with and hiring off-shore talent, it can be uniquely difficult to coordinate schedules wherein you are able to conduct phone interviews. Video interviewing saves time and eases the process with candidates in other countries and time zones.
After a recruiter has had the opportunity to review the video interviews, she/he can narrow the candidate pool down to those who appear to be the best match, and move forward with more thorough interviews of only select candidates.
This is where live video interviews can be an integral part of the process. Rather than conducting traditional phone interviews, conducting a live video interview provides a more personal experience. In addition to the fact that live video interviews can be done from anywhere, they are recorded, and can be viewed at another time by other hiring decision makers on the interview panel. Companies can then choose to spend their time and money on final face-to-face interviews of only the top candidates.
Video interviewing platforms integrate nicely with applicant tracking systems, and are a simple, time-saving and cost-effective way to give your applicants an excellent candidate experience. Consider video interviewing as part of your recruiting and branding strategy.