Video Interview Guide
Here is a handy business guide to video interviews and how they work in recruiting.
What are they exactly?
Your company may already be familiar using Skype, Google Meet, Webex, Zoom and other video conferencing platforms to facilitate two way video interviews. One way video or automated video interviews differ in that the process is only completed on the applicant side. Invitations are sent through an automated system that invites candidates to record their interview by phone or pc, when finished it’s uploaded to the cloud and accessible by your recruiting team.
What benefit is there over the normal two way video options out there?
There are numerous two way video platforms out there offered as a free service and they are definitely great tools. What they lack is the dedication to serve as a recruiting solution. Many do not have recording functions and third party recording requires cumbersome data storage requirements and make it difficult to transfer between recruiters. One way video interviews are stored in a digital talent bank, this allows you to go back and re-review candidates, send completed interviews to other hiring managers or stakeholders and also offers a single place for team collaboration. On top of that, other tools like rating, elimination and job sorting make a video interview platform more functional for achieving your recruiting goals.
How does it affect my daily workflow?
Recruiters, HR professionals and business owners usually want to know the relatable incentive of adopting a new technology. A question we get asked at conferences is “but how does it really work?”. This is the most important information we can provide. It works cutting out your resume screening, phone interviews, and in some cases the first face to face. It really depends on your requirements for recruiting and how detailed your company’s scrutiny is. The bottom line is it cuts down on time spent doing face to face interviews; wasted time spent with candidates you realize are not the right fit and wasted time doing detailed screening.
How does it work exactly?
It depends on how you are currently sourcing your candidates, but a common example is as follows:
Create a job position in the platform, add in screening questions which will be designed to find all the information you normally look for in a resume. The position is then posted to your favourite job boards. An integration will automatically invite candidates to perform their video interview. If you are recruiting from social media, promote your job link and drive more traffic to the position. After candidates apply they are screened out automatically in bulk with “go no go” questions you created when building the job position. After candidates record their videos they are uploaded automatically to the cloud, stored in a database that is sortable for review. Hiring managers or business owners can review and collaborate and finally rate their favourites or suggest removing a candidate from the pool. As a ‘short list’ is created, the stored videos allow decision makers to reassess and re-review candidates.
This entire process can be done in 48-72 hours in some cases.
What if I don’t want to hire people who I’ve never met?
It depends on the company and the hiring demands, and current methods of recruiting already in place. Some companies may find automated video interviews the key solution to their recruiting headaches. Being able to screen, review and hire people within days. For larger organizations with extensive hiring processes already in place and long term candidate pipelines, video interviews only act to improve data points and create better informed hiring decisions. In both cases it can cut costs and save time as well as reduce tedious elements of hiring.
The most important aspect is that automated video interviews can benefit the processes and systems already in place. It doesn’t have to change the entire way you hire, but it can improve it so much it feels like it did.
I work for a large enterprise and we use an applicant tracking system.
Applicant tracking systems are a norm today with large enterprise hiring demands. Not only do they facilitate high volume tracking and record keeping but they build long term candidate pipelines allowing recruiters to make more strategic decisions in hiring. Video interviews help in this by improving the robustness of the data. Resumes, assessments and intelligent scoring can only be improved by giving a recruiter the ability to load recorded video interviews and add a human element to the applicant file.
Are video interviews discriminatory?
No matter what part of North America you are in, authoritative voices have spoken on this matter. The general interpretation is that so long as your company and HR professionals are following the standard recruiting guidelines there is not act of discrimination. The technology is merely a tool of HR professionals and reflects the normal process they adhere to.
General guidelines set by human rights authorities in Canada and by the U.S. Equal Opportunity Employment Commission recommend a fair processes that focuses on the abilities to carry out job duties, respect for diversity and multi panel decisions to eliminate human bias, with consistent screening and review methods. Video interview software can strengthen each aspect of these guidelines by delivering the same questions to all candidates, creating consistent standards and also track and record hiring histories which protects a business by maintaining a record of good hiring practices.
Are video interviews fair to applicants, do they like them?
Many applicants send in candidate feedback stating the experience was not as bad as they imagined after they complete the interview. Some people may lack soft skills for creating video interviews but the most important elements of hiring the right person go beyond a single data point. A mistake made in a video interview can just as easily be made in a live in-person interview. In addition, for remote hiring or arrangements where applicants have to travel to out of area headquarters for interviews, this technology alleviates the demands put on the larger number of applicants who don’t get hired. Cutting down time commitments for job seekers allows them to apply for more jobs increasing the odds they will find the most suited placement.
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