Talent acquisition is inevitably centered around people. However, during the past 20 years, the way companies approach hiring has been turned upside down by technology and automation. Today, human resource management systems help review resumes, test applicants’ skills, and even interview candidates.

By integrating video interviewing strategies into talent acquisition processes, employers capture several benefits including improved interviewing efficiency, faster time-to-hire and a more rewarding candidate experience. Additionally, companies using video interviewing realize a significant return on investment associated with lower employee turnover rates.

As is true with most technologies, improvements continue to emerge in video interviewing. HR managers are finding that video interviewing expedites the recruitment process and uses fewer internal resources. Today, top companies are using one-way video interviews. With one-way video interviews, candidates do not see the interviewer; they simply record responses to pre-determined questions.

Decrease the Time-to-Hire

With one-way video interviews, waiting periods between steps in the hiring process–application to the first contact, invitation to interview, completion of the interview, and sharing of the interview with the hiring team are reduced, which significantly shortens the hiring cycle. Candidates can complete one-way video interviews at their convenience using a smartphone, mobile device, or PC.

Video interviews increase efficiency and productivity for employers, too. With a single email, hiring teams can invite a large volume of candidates to participate in a one-way video interview. Completed interviews are instantly returned to the hiring team for review, scoring, and sharing. Hiring teams can shift their time from scheduling and conducting initial interviews to engaging with top candidates.

Video interviews are exponentially reducing time-to-hire. In fact, Hilton Hotels shortened its recruiting cycle from six weeks to just five days using video interviewing, according to Deloitte’s 2017 Global Human Capital Trends Report.

Improve the Candidate Experience

Improving the candidate experience is a priority for attracting top talent, especially in today’s tight labor market. In fact, organizations that strategically focus on creating positive candidate experiences are 2.1 times more likely to lower the average cost per hire year over year. And candidates value video interviews. According to a 2017 study conducted by iCIMS, nearly 62% of candidates surveyed said they believe video interviews give them a competitive edge.

The simplicity, speed, and self-service features of one-way video interviews make them attractive to today’s job applicants, including internship candidates and new college grads. Adding video interview tips to the email inviting candidates to complete the initial interview makes the process even more appealing. When interview logistics are removed, candidates can engage with less effort and more fully.

Go Beyond Your Current Talent Pool

Having access to a far-reaching talent pool is essential for employers to recruit top talent. Video interviewing widens the aperture of talent for companies by going beyond the physical and cost limitations of their current talent constraints. The technological innovation eases the burden of company spending on travel expenses to bring in candidates from out-of-state or internationally.

Video interviewing also makes it possible to reach passive candidates who are currently employed. These candidates are more willing to complete a recorded video interview on their own time than to take time out of their workday to come in for a face-to-face interview.

Level the Playing Field

According to Deloitte’s research, the consensus is that traditional interviews are an unreliable tool for predicting candidates’ potential for success on the job because they are subjective and unstructured. One-way video interviews are a better solution because they standardize the selection process. In these structured interviews, candidates answer the exact same set of questions and in the same order and the scoring is standardized. This means there is less chance for bias while comparing candidates, which levels the playing field for all applicants.

Increase Legal Defensibility

Recorded one-way video interviews are more defensible in court and reduce the employer’s risk of a discrimination charge. With video interviewing, an electronic record is saved as proof of what was said or not said during an interview. In addition, one-way video interviews are structured to eliminate spontaneous questions that could veer into off-limits topics. For these reasons, employers that implement unstructured interviews are at a much higher risk for liability than those using one-way video interviewing to screen applicants in a structured and consistent manner.

One-way video interviews are transforming the hiring process. eSkill’s platform includes a vast library of skills tests that can be used in conjunction with one-way video interviews to make it easy to provide the hiring team with complete candidate data quickly and consistently. Not only do one-way video interviews reduce the time and cost to screen candidates, but they also yield qualified job-seekers from all over the world, improve the candidate experience, and increase legal defensibility.

Interested in Using Video Interviews in Your Hiring Process?

Learn more video interview tips and about the benefits of using eSkill’s video interviewing and skills testing platform to find qualified candidates quickly.

Request a demo today.

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