How One Way Video Interviews Are Used In Hiring

Companies readily acknowledge the power of information technology tools for reaching business goals because they optimize work processes and help employees meet management objectives. As a talent acquisition professional, your primary goal is to select the best-qualified candidates. To do this efficiently, you need to eliminate unqualified applicants as early as possible in the hiring cycle and video interviewing technology enables you to do that.

According to research by the MRI Network, 71% of employers and 82% of recruiters report conducting three or more interviews before a job offer is made. Digital video technology enables them to complete initial, or screening, interviews more efficiently and with more certainty so they can reduce their average time-to-hire.

Most adopters of this innovative technology utilize one way video interviews, also known as on demand video interviews, where job-seekers respond to a series of pre-determined questions by recording video responses. Organizations use one way video interviews to efficiently gain in-depth insight into candidates’ skills, aptitude, and personality, improve collaboration amongst the hiring teams, reduce bias, and make data-driven hiring decisions quickly and effectively.

Interview More Candidates Earlier in the Hiring PipelineHR managers want to move more talent through the hiring cycle while quickly narrowing the pool down to the best group of candidates. Doing so allows hiring teams to assess more applicants than they could using traditional interview methods and spend more time with highly qualified candidates. Using on demand video interviews at the front end of the hiring process enables them to do this so they can reduce cost-per-hire and shorten the time required to fill positions.

With one way video interviews, employers post questions and applicants respond with a video. This allows hiring managers to quickly weed through responses and create a shortlist of top candidates. In today’s tight labor market, candidates are accepting offers faster than ever before. By reducing the average time-to-hire, employers have a better chance of hiring qualified talent before their competition.

Screen Candidates More Effectively

Hiring teams and candidates often spend a lot of time communicating to schedule interviews. Video interviewing simplifies this process because an invitation to complete an on demand video interview can be automatically sent out as soon a candidate’s resume or application is received. This eliminates the problems associated with coordinating times and multiple peoples’ schedules to set times for phone and face-to-face interviews.

During the initial phases of the screening process, experienced talent acquisition professionals can address deal-breakers—minimum requirements, to eliminate unqualified candidates. For example, if a position requires the new-hire to be fluent in French, you can ask candidates to answer interview questions in French. Or, if you are hiring sales reps, ask candidates to persuade a person to accept a business proposal. If you determine that a job-seeker does not meet the minimum requirements for the job, you can eliminate the candidate from the pool of potential hires. This saves you a tremendous amount of time because you do not have to complete the entire interview for an unqualified candidate.

In addition, when you are using one way video interview software, you only need to write or record your questions once. And eSkill’s on demand video interviews can be viewed, scored, and shared at the hiring team’s convenience allowing for maximum efficiency in the hiring process.

Evaluate Candidates Using Structured Interviews

When recruiters and hiring managers have the right tools, interviewing can be a powerful process that determines the best fit for the organization. However, few organizations have a standard approach for how interviewing is conducted. A broken, disconnected interview process has a negative impact on both the quality of hires and the candidate experience, especially when recruiters and hiring managers don’t prepare ahead of time.

One way video interviews standardize the hiring process because candidates are asked the same questions in the same order. This leads to more objective hiring decisions because in an on demand video interview, interviewers do not have an opportunity to explain questions for some candidates or paraphrase the question differently for others.

On eSkill’s platform, hiring teams can choose to set the maximum amount of time candidates have to answer each question, and the number of attempts they are allowed to record a response for each question. This levels the playing field for candidates and allows hiring teams to objectively score and compare interview results.

Standardize and Streamline Reviewing and Scoring Practices

One way video interviews facilitate collaboration by helping to engage all hiring team members early in the screening process. With eSkill’s team scoring feature, hiring teams can view the same interview, score the responses, and share their feedback with the team in real-time. This way, scoring practices are regularly calibrated and standardized, which prevents candidates from making it through multiple interview rounds without an interviewer noticing a potential deal-breaker.

When hiring teams can work together to score on demand video interviews, it is possible to provide prompt feedback to candidates. Over the past few years, the Talent Board’s Candidate Experience research shows that the candidate experience improves when companies communicate with job-seekers throughout the interview process. eSkill’s video interview platform automates communications with candidates and is accessible to hiring teams anytime and from anywhere.

Standardized team scoring also helps curb inherent biases in the interview process. Hiring team members can score candidates while viewing videos, and replay them as needed. Therefore, one way video interviewing decreases the potential negative impact of memory, which is too often clouded by unconscious bias. When subjectivity is removed from the interview process, a more accurate evaluation of candidates is possible.

Strategically implementing video interviewing into the talent acquisition process enables employers to streamline hiring, evaluate a larger volume of candidates quickly and effectively, and reduce hiring bias, which results in the selection of highly-qualified candidates.

Interested in One Way Video Interview for Hiring?

Learn more about the benefits of using eSkill’s on demand video interview and team scoring features to identify qualified candidates quickly and reduce time-to-hire.

Request a demo today.

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