The quest for talent is ever-changing, especially in a world with new technology emerging seemingly monthly. One way technology is infiltrating the traditional interview is with video. According to a 2018 survey of members of the Institute of Student Employers (ISE), 49% of companies now employ video interviews.
Video interviews come in a variety of flavors, such as on-demand video interviews and live one-way video interviews. On-demand video interviews are a one-way video interview in which the candidate is prompted to answer pre-selected questions by the employer. Through on-demand interviews, the candidate can choose a convenient time and place in which to record the video, where the employer reviews multiple video responses within a sitting, analyzing potential talent.
A live video interview, or a two-way interview, is conducted through an online service, such as Skype or Bluejeans, where the hiring manager and the candidate interact in real-time over an internet connection. Through either form of a video interview, the employer can spend more time getting to know the candidate, allowing the candidate can speak above and beyond his or her resume.
Let’s dig into some reasons why companies are using video interviews in their recruiting processes.
Today, employers aren’t just looking for hard skills; they’re also looking for candidates who are creative, collaborative, and expressive. Enter soft skills analysis into the recruiting process. Whereas hard skills concern a candidate’s ability to perform a specific skill, such as accounting or computer programming, soft skills involve the candidate’s thinking and behavior. As reported by LinkedIn, 57% of leaders claim that soft skills are more important than hard skills.
Video interviewing can serve as a recruiter’s litmus test for both hard and soft skill determinations. Since most candidates put their best foot forward during an interview, employers can offer a combination of skills assessments with a video interview. By providing both hard and soft skills assessments in addition to the video interview, the hiring manager can more objectively determine if the candidate is right for both the job and the company.
Offering video interviews also improves the candidate’s experience. According to the Human Capital Institute, 60% of job seekers report a negative experience with the employers with whom they engage. Seventy-two percent report sharing this negative experience with others. Quite simply, a bad candidate experience can be detrimental to your recruiting efforts.
Video interviewing improves the candidate experience in multiple ways. For example, more passive candidates will be attracted to video interviewing, allowing them to participate in the recruiting process because of ease and flexibility. Further, since video interviewing can be accomplished on a computer, laptop, or smartphone, candidates who are attracted to innovative companies will apply (hint, Millennials, and Gen Z). Finally, through video interviewing, candidates get the opportunity to express themselves, appearing in front of recruiters as a real person and not just a resume and cover letter.
Quite frankly, video interviews allow for flexibility that in-person interviews don’t. In-person interviews are time-consuming and, often, inefficient for both the candidate and the employer. However, for one-way video interviews, the candidate can choose a convenient time and place in which to record the video interview, allowing them to shine. If a conflict arises, the candidate can record his or her answers at another time, as opposed to rescheduling an in-person interview and risking a negative impression.
For the employer, a bank of pre-set interview questions can be created, reducing the time the hiring team needs to spend on interviews. The team can also review the video interviews on their schedule, at a time convenient for them.
Further, video interviews increase flexibility for those candidates that can’t travel to the employer for an interview, removing geographical and financial limitations. Not only does this allow for greater flexibility in scheduling interview for out-of-town candidates, but it also inherently expands the potential scope of talent. By expanding the talent pool through the ease of technology, both the employer and the candidate save time, money, and potential frustration, making it a win-win for all involved.
Video interviews allow the hiring process to be more interactive, engaging, and meaningful for both the employer and the candidate, improving the quality of hire and the candidate’s experience. eSkill has developed Voice and Video Interviewing, customizable to your business. Through Video Interviewing, you can evaluate how candidate’s express themselves while analyzing the candidate’s capabilities through our skills and behavioral assessments, giving you a complete solution for your hiring decisions.
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