Video interviewing has grown and become popular in recent years. Organizations from small businesses to international corporations use it to improve their candidate pool when hiring. Video Interviews are a great way to connect with people who live far off but they are of full potential. The video interviewing process is becoming very common these days and is being used by recruiters all over the world. It helps the employers in shortlisting the best candidates and making the final hiring decision.
The video interview evolved with the coming of Skype and then the modes shifted to Facetime, Google Hangouts and various others.
Here's what you will learn
Type of Video Interviews
There are two types of video interviews: live and one-way. One-way interviews are unique to video interviewing platforms, so we will discuss them first.
1. The One-Way
One-way interviews are, in a phrase, asynchronous video interviews. Typically, one-way video interviews are used early in the hiring process. Most organizations ask candidates to complete one-way video interviews as a replacement to a phone screen. When you use one-way interview you create a list of questions for your candidates and ask them to record their answers for each question.
How does it work?
There are a few terminologies that you must know and understand when using one-way video interviews:
Time Limit: the maximum duration of a candidate’s answer
Think Time: how long can a candidate think about their answer before recording
Question type: questions can be delivered by text on the interviewee’s screen or as a pre-recorded video created by you/your team.
Take Allotment: the number of times a candidate can re-record his answer.
As video interviewing might be new to many candidates, you must give them ample time to adjust to this method of interviewing. Accomplish this by starting the interview with unlimited takes and ‘ Think Time’ before decreasing takes to get more top of mind answers.
2. The Live Interview
A live interview is a face-to-face interview on video. It’s similar to a Skype interview with some major upgrades. This type of interview allows you to connect with candidates in real-time on video. These live conversations are automatically recorded so they are reviewable and shareable when the interview is complete.
When is it used in the hiring process?
Live video interviews are used less frequently than one-way video interviews. In most cases, live video interviews are used right after a phone screen or a one-way interview. As this is still early in the process, live interviews allow you to connect face-to-face with candidates, instead of spending money on flying them to the office for an interview.
How does it work?
When a candidate reaches the live interview step of your hiring process you’ll schedule a time with them to connect on the platform. You can then email an invitation to the candidate through the video interviewing platform itself. At the time of the live interview, you and your candidate will join a live interview room. Your connections are secured and branded with your organization’s colors and logo. From there, you can ask questions just as you would in an in-person interview. When the interview is complete, the recording is available for your review. Just like a one-way interview, live interviews are also shareable with your team and hiring managers.
Why is Video Interviewing Important?
Compared to its predecessors, video interviewing has been built for recruitment. This means the design and supporting features of video interviewing platforms are created to be used by you and your team.
1. Access Anytime, Anywhere
Video interviewing is cloud-based. This means there is no software to download. When your video interview is live in the cloud, you can access it from anywhere with an internet connection. You can use a mobile app to review interviews on the go or reject it from your desk. This is also advantageous for your candidates. They can record their interview answers from the comfort of their home. Recruiting on the go allows you to respond to candidates’ completed interviews quickly, which means you fill roles faster.
2. Remove Geographic Barriers
A major benefit for a global business is that video interviewing allows interviews to take place globally, thus removing geographical limitations. Video interviews can be conducted on a global level without any restriction (though special consideration should be given when using in markets such as China, due to government intervention).
The majority of video interviews are pre-recorded rather than live. This provides flexibility to both parties – the one who has to interview and the other who has to answer the interview questions.
4. Screen More Effectively and Efficiently
Another advantage of video interviewing is that unsuitable candidates can be identified immediately, so employers can end the interview early as a courtesy. Since applicants answer the same questions in pre-recorded video interviews, employers can easily compare interviews on a case-by-case basis. In video screening, it is still possible to reserve in-person interviews for top candidates. Thereby saving time, energy, travel expenses, and allowing employers to review candidates quickly and effectively without causing any inconvenience to candidates or their staff.
5. Reduce Discrimination
A study by Annemarie Hiemstra at the Kurt Lewis Institute in the Netherlands found that minority applicants preferred video interviews to paper CVs because it allowed for more personal responses. The questions addressed to candidates are automated and identical, leaving minimal to no room for discrimination.
Integrating video interview technology enhances candidate search and streamlines the screening process by making top talent easier to identify. Through video interviews, employers and candidates can interact while keeping the costs down.
Is video interviewing right for your organization?
The answer is Yes!
If you are –
- Conducting time-consuming phone screens
- Filling positions in a time crunch
- Receiving a large number of applicants and resumes
- Experiencing bad or unqualified in-person interviews
- Struggling to identify candidates with good cultural fit
- Recruiting candidates from different locations
- Collaborating with a virtual recruiting team
- Spending an exorbitant amount to fly candidates to your office
- Using unreliable video chat or conferencing
…then video interviewing can be used at your organization. Thousands of organizations all over the world use video interviewing. Sole proprietors use video interviewing to hire their employees. Massive organizations like the US Postal Service, Barrick Gold Mine, and IKEA find invested candidates at all levels with video interviewing.
One can create a structured and streamlined interview process with video interviews.