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Video interviewing — a sign of the death of traditional interviewing or simply the way of the future? Video interviewing is a useful tool many recruiters use to screen potential employees. The system works like this: interviewers propose a set of questions, and next, they send it out via a video interviewing platform to potential interviewees and wait for replies.
Once recruiters and hiring managers get the video answers back from candidates, the next step is sifting through the pile of videos to find the real winners. This is commonly referred to as “video screening” and can either replace the phone screen entirely or be an interim step between the phone screen and an interim face-to-face interview. Live video interviewing refers to something akin to a Skype call, although platforms designed for HR Pros have compliance and security features built-in that many consumer products don’t.
Research formed by Monster and University College London’s Business Psychology MSc program concluded that nearly 50% of respondents use video interviews as part of the selection process. Not surprising in a world where an increasing number of jobs are remote or involve some form of telecommuting.
Why Choose Video Screening?
Video screening saves both time and money by allowing you to screen candidates faster, introducing company culture early on, and allowing your applicants a consistent and branded experience. The ability for candidates to prepare their answers and re-record less-than-ideal answers is useful. Hiring managers can see the forwarded applicants at the click of a button instead of scheduling another phone screen.
Finally, the flexibility of video screening and interviewing gives candidates who are currently working the ability to discreetly interview with a position at your organization. Recruiters can get a clearer view of the potential employee, without actually meeting up with them. This helps with employee turnover rates, because recruiters can easily see which interviewing hopeful will be the best fit for the job. Seven percent of recruiters do not use any form of face-to-face interviewing in their onboarding process.
7% of recruiters do not use any form of face-to-face interviewing during onboarding.
The potential employee has time to think about his or her answers, allowing them to answer questions to the best of their abilities and avoid “interviewing nerves.” Research shows 92% of adults fear something about the interview process.
Why use any other form of interviewing?
Some candidates (and recruiters) feel that video interviewing and screening are impersonal. But this isn’t really the case.
Up until now, only 46% of candidates have taken part in a video interview, and the vast majority of these candidates speak favorably about the experience. And your hiring managers will love it. In fact, about 65% of those who have conducted interviews by virtual technology rated the experience as “good” or “excellent.”
The majority of candidates who have taken part in video interviews speak favorably about them.
If you incorporate video interviewing into your interviewing process, consider these tips to integrate the process into your company successfully.
1. Tailor the interview or video screen specifically to the candidate.
Look at the interviewee's resume, and delve into their strengths. Ask open-ended questions to entice inspiration in the potential employee's answers. Behavioral questions such as, “How have you handled a situation like this in the past?” can be a great way to assess the potential employee's temperament and problem-solving skills.
2. Know how to use the technology you’re working with.
Once you begin to use a video interviewing tool, make sure you know how to use it. Ensure you and your employees know how to run the video interviewing process before conducting an interview. This can help calm nerves before conducting an interview because you will be able to reassure yourself you know how everything works. It’s also helpful to know some quick tips for troubleshooting in case anything goes wrong. You don’t want to seem unprepared or simply outdated to your interviewee, cover your bases, and know the software you’re working with.
Software Advice reports that 60% of hiring managers and recruiters use video technology for interviewing potential employees.
60% of hiring managers and recruiters use video tech for interviewing.
3. Trial and error
Evaluate what questions in your video interview worked. See which questions generated an answer that truly illuminated the potential possibility of working for you. Look at the questions that really didn’t help you delve into the interviewee. Review and ramp up suggestions for the next time through. Because the questions and answers are all recorded in video screening, you can see which questions provided real insight and which are just making the interview take longer.
Take note of patterns in your interviewing practice to better your overall outcome, like this:
Now that you have some background on video interviewing, do some research. Check out this article about the growing rate of video interviewing in the workplace. Weigh your options and come to a conclusion. See whether video interviewing is an appropriate fit for your hiring process. If so, you will join the 63% of HR managers who said their company uses video interviewing in their hiring process, which is up 14% from the previous year. Allow the ClearCompany team to give you the boost you might need to get started in your video interviewing initiatives by participating in a free two-month trial. You won’t go back.
