Is Video Interviewing Right for Your Next Hire?

I wish I had a dime for every hour I’ve spent trying to sync up with promising candidates. Between playing phone tag and sending emails back and forth, the hours spent have surely turned into weeks and months, and over the years, adds up to a lot of dimes! The good news is that technology has helped with the recruitment process. Job boards, for example, help candidates find new opportunities, while Applicant Tracking Systems (ATS) allow organizations to keep a better record of their talent, but the problem with scheduling interview time has remained stubborn. This is where video interviewing can be invaluable. Not only has it helped me to cut down tremendously on the amount of time I spend actually trying to connect with a candidate, but it has also reduced the cost to hire by a significant margin. In short, the video platform has become an essential tool in my hiring arsenal. Maybe video interviewing is right for you!

What are the Advantages?

Some of the top concerns among my colleagues in HR, hiring managers, and talent acquisition teams, revolve around improving efficiency, cutting costs, and measuring results. Here are some of the ways video interviewing can help:

Faster and more convenient

As I mentioned earlier, a lot of time is spent simply trying to connect with a candidate. A first round phone screen is usually 15 to 30 minutes, but it can take anywhere from 15 to 45 minutes just to lock down a time for that call to take place. Meanwhile, candidates are often under their own constraints like being unable to speak freely at work, or trying to find a quiet place to hold an interview. This is where video interviewing shines. Recruiters can express interest in a candidate by sending a link to the video platform; and then, the candidate can simply click on the link and video record his or her responses at a convenient place and time. No more wasted time. No more fretting over missing out on a good candidate. A few clicks and you can get an important part of the interviewing process underway.

Collaboration and calibration

As anyone who’s ever been a part of the hiring process knows, trying to get all of the interviewers and the candidates together for a phone screen or even a group conference call can be quite a struggle. It can also be quite frustrating for the prospective candidate to have to answer the same questions over and over again in separate interviews. And, let’s face it, sometimes an interviewer might be having a bad day, which can impact greatly on the feedback. By using the video interview across the organization, everyone is using the same benchmark to assess the candidate’s responses and to provide feedback. Basically, you’re all using the same playbook, which lets you better collaborate and calibrate around the decision to take it to the next step.

Lower cost to hire

I’ve already established that video interviewing is a time saver, but there are other cost savings to be had from video interviews. Companies can now find talent anywhere in the world and if they have several promising candidates, they may want to bring them in for interviews. Flying people across the country and putting them up for a few days is both costly and time-consuming. With live video interviews, you can set up a call to meet with the candidate face-to-face. This helps you to winnow down the candidates and only bring the finalists in for on-site interviews.

Synthesize and analyze data

There’s nothing quite as satisfying as having all of the data collected and organized in one place. The reporting dashboard on the video platform does just that for you. All of the information around the hiring process for a particular position and the candidates is laid out in a clean, streamlined view with charts and links to drill down to information. In addition, the video interviews, resumes, notes from stakeholders, candidate surveys, and assessments are all available from the reporting interface. You can find out just how successful your campaign to hire has been with reporting that uses meaningful metrics. As a bonus, many video interviewing platforms have an API for integrating with your ATS for synthesizing and analyzing data that is consistent with your hiring practices.

Four Questions to Ask

Now that you’ve read through some of the advantages of using a video interviewing platform, it’s time to assess if your company is ready to use video interviewing for your next hires. Here are four questions to think about:

1. Are you already using video in some capacity?

If you’re already using video as part of the hiring process, consider using a platform specifically designed for recruiters and hiring managers. The ability to save time, reduce costs, and measure results will serve to enhance your campaigns.

2. Do you know your cost to hire? What else are you measuring?

The ability to measure results will help you to get a better handle on your costs and to understand other key metrics. Do you currently have the means to measure? What story does your output tell?

3. Do you struggle to coordinate time between recruiters, hiring managers, and candidates?

Video interviewing eliminates the need to try and schedule everyone for the same day. Once the candidate has recorded the interview, all of the stakeholders can view the recording at his or her convenience, as well as review and make additional feedback.

4. Do you have positions for which you receive a high volume of resumes?

Some positions, recent graduates for example, generate a large quantity of resumes that are all pretty similar. Trying to distinguish one candidate from another can be something of a daunting task as they are all using the same keywords and have some of the same work experience. Video interviewing helps outstanding candidates to shine from the rest, and also alleviates having to read through one or two hundred of the same basic resume.

So, Is Video Interviewing Right for Your Company?

Based on your answers to the questions I’ve posed, video interviewing could be the answer to some of the most vexing issues with the hiring process. But remember, it’s not for everyone. Be sure to think about your candidate population and their willingness to adopt to this style of interviewing. Video interviewing is meant to enhance both the candidate and hiring team’s experience.

More to come? You bet!

There is much more to be discussed on this topic. Watch for additional posts on some of the less conventional ways the video platform can solve problems!

On Tuesday, March 7th, I was a co-speaker with Imo Udom, CEO of WePow at HR West 2017 in Oakland, California. The above post represents some of the important takeaways from the event.

By | 2017-03-23T12:17:36-04:00 March 7th, 2017|Danelle DiLibero|