Intern programs can receive hundreds to thousands of applicants depending on your company size and brand. Google received 40,000 applicants selecting 1500 interns. In our experience, even smaller companies with strong brands deal with 700+ applicants and their teams are overburdened, expected to process every applicant equally in a time-crunch that leads to inevitable issues doling out fair assessments.

ATS systems are one solution to the problem, but for an internship especially, technology designed to scrutinize seasoned resumes may not be the best solution. Video interviews can be a replacement to ATS systems, but can also integrate into their flow of the candidate pipeline.

Here are 3 benefits to using automated video for intern recruiting:

1. Screening

Use a digital recruitment platform to automatically invite all applicants to answer screening questions confirming their suitability for the role. General stuff like can they work at a specific location, during specific dates and times etc? Are they part of a registered co-op program? The process benefits both parties as all future efforts are focussed only on candidates who meet the criteria and candidates don’t waste time pursuing an opportunity which doesn’t fit their situation.

Narrowing down and eliminating people that do not meet technical, logistical or other qualifications removes the tedious effort of conducting phone interviews.

2. Assessments

Often the very same platform can be used to filter your screened candidates and request they carry out an assessment. Depending on how you set up the assessment it can automatically grade each candidate and/or it can use text boxes where they submit their answers. For example, maybe they need to submit some original written content to prove their writing skills.

Having screening questions, videos, internal comments, assessment results all stored in the same place really streamlines your applicant tracking process. Not to mention an easy to navigate paper trail for HR to protect the integrity of their hiring process.

3. Video interview talent pool

Build a database of talent with short video interviews allowing you to see the personalities and professionalism of your prospective interns, testing their communication skills. Today’s tech-savvy generation are some of the best at delivering these videos. A resume will not be able to capture the entire potential of new graduates and this allows them to showcase the subtle nuances that will make them a good fit.

A video talent pool with whiteboard also creates a space for collaboration between hiring managers. This allows hiring managers to reflect on their judgments as they evolve into the final rounds.

NACE reports intern conversions rates have slowly declined, reaching below 50% in 2018. By identifying the right fit for our companies and culture, utilizing technology, we may be able to bump those rates back up.

If you are interested in trying out automated video for your next intern round, contact us at and we will show you how it works.

Sam Reid on Email
Sam Reid
Customer Success Leader @ Venterview
Sam Reid is the Customer Success Leader at Venterview. He brings 13 years of service desk experience in the banking sector, including a role at HSBC London. With 6 years in management overseeing teams of 40+ and handling recruitment responsibilities, he has a keen understanding of how to overcome hiring challenges. His current role involves aiding HR recruiters with their digital transformation.