Technological advancements are increasingly defining the scope of interpersonal interactions. VidCruiter, MyInterview, XOR, SparkHire, OutMatch, RecRight, Avature, or Harver, in tandem with the additionalities they offer, are incrementally setting the norm for social communication. Against the backdrop of a public health crisis, a critical consequence has been the shift to remote work, and subsequently, remote recruitment. With companies embracing this modernization, an OfficeTeam Survey even highlighted that 63% are either currently using or have previously used video interviewing in their hiring process. As individuals, we are gradually learning to align our former views of normalcy with life behind a camera lens. In this time of remote interaction, video interviewing is rapidly emerging as an effective, reliable, and ubiquitous tool to conduct accurate and fair assessments.
What is Video Interview?
A video interview is an online recruitment interview to identify potential candidates. Typically, a video interview is not intended to replace the outcome of face-to-face interaction. Instead, the objective is to offer another platform of interaction for potential candidates to shine. However, considering that a critical implication of COVID-19 has been remote recruitment, video interviews are quickly evolving as a viable alternative, guaranteeing similar metrics of accuracy. Akin to face-to-face interaction, video interviews have the potential to ease potential candidates into the selection process, albeit behind a screen, and supplement objective assessment data with a well-rounded personality profile.
Types of Video Interviews:
There are two methods of video interviewing that can be incorporated into an existing recruitment wireframe.
► Asynchronous (One-Way/On-Demand) Video Interviews
Asynchronous interviews were conceptualized as an operative replacement to inefficient phone screenings. Suppose organizations encounter a large applicant pool in the initial stages of recruitment. In that case, asynchronous video interviews serve as an effective screening tool to be used before recruiters interact with a candidate face-to-face. Probable questions can be presented to the applicants in either a text or video format. Candidates will be expected to record their responses and submit the same for further review. The introduction of the asynchronous video interviews between the CV screening and face-to-face interaction is particularly beneficial for candidates to prepare, do a dry-run through and pitch themselves until satisfied with the outcome. On the other hand, the recruiters gain an intimate, transparent, and holistic perspective of their soft skills and body language.
► Synchronous (Two-Way) Live Video Interviews
Synchronous video interviewing allows both the potential candidate and the recruiter in question to live-stream regardless of their location and interact in real-time. Both the candidate and the recruiter gain the flexibility to complete the recruitment formalities from the convenience and safety of their personal spaces. Not only is this format time-efficient, but it cuts down on logistical hassles such as booking meeting rooms, commutation, and welcome regulations.
Both are typically carried out via dedicated video interview software, in-built with functionalities to streamline the recruitment process and help drive efficiencies for recruiters. In addition to video calls, these include interview scheduling capabilities, AI-enabled behavioral insights, automated workflows, whiteboard, integration with an organization’s Applicant Tracking System (ATS), recorder, end-to-end encryptions, and embedded evaluation forms.
Benefits of Video Interview
► Reduced Hiring Time
Video interviewing does not encompass in-office formalities such as offering them tea or coffee, walking them to the meeting room, and giving them a short tour of the office. The tediousness of this hospitality might seem like a bureaucratic exaggeration until you have a large applicant pool. Video interviewing allows you to interact with a greater number of candidates in a shorter time, therefore speeding up the hiring process.
► Lower Hiring Cost
Suppose an organization has a slow hiring process. In that case, they run the risk of keeping the position-to-be-filled open for longer, which can negatively cut into the organization’s finances, consequently affecting the workflow of roles dependent on that position. As is possible with video interviewing, rapid screening allows organizations to escalate through the various stages of hiring faster.
► Eliminates Geographical Limitations
Video interviewing encourages recruiters to diversify their applicant pool to potential candidates interested in working remotely or relocating. By adopting this screening methodology, organizations do not have to be restricted by local proximal talent alone.
► The Big D- Big Qualitative Data
Video interviewing, mainly one-way video interviews help add a qualitative element to the pre-selection process. The consistency and standardization in the process also help reduce the risk of unconscious hiring bias. It also contributes to a rich repository of candidate information for future review, references, and audits.
► Screening Questions
To easily skip and skim through unqualified candidates, screening questions are an ideal way. An ATS allows you to add screening questions to your application to ensure applicants meet basic qualifications like education level or years of experience.
► Disability Conscious
Video interviewing remains sensitive to candidates with a physical disability by eliminating their obligation to travel for an in-office interview. This promises increased convenience for candidates with a disability, who gain the leverage to focus on the interview instead of making travel arrangements.
A famous adage goes by the phrasing, “make hay while the sun shines.”. Video interviews are undoubtedly the perfect assessment tool and an effective alternative to face-to-face interactions. Technically, video interviews guarantee a substantive, reliable prediction of the quality of hire. Interested recruiters can assess a prospective candidate’s personality, cultural fit, skills, and motivational drives in a format that is familiar, user-friendly, and simultaneously engaging.