I’ve spent the last month getting acquainted with the technology and processes that are frequently utilised in recruitment as a newcomer to the HR sector. I became interested in video interviewing as a method of selecting candidates and gauging their potential for open positions.

Pre-recorded interviews are provided by candidates with their job applications as video-interviews. Candidates are given a list of questions, and they have a fixed amount of time to film their responses. Video interviews should not be confused with live-streamed interviews, which take place between an applicant and an HR representative or hiring manager in real-time using video-communication tools like Zoom or Microsoft Teams.

Why don’t all recruiters use video interviews, I pondered as I learned about all the advantages, advantages, and capacities of them?

WHAT’S THE CONSENSUS?

Numerous news articles and Reddit threads that criticised one-way video interviews as “impersonal,” “dehumanising,” “awkward,” and even “disgusting” since companies aren’t affording candidates the “courtesy” of meeting with them in person or on a live call.

This raised the following concern in my mind: If an applicant feels this way following a video interview, doesn’t it speak more to the organisation implementing the process than to the process itself?

Let’s dispel common myths about video interviewing technology and talk about why, when used properly, it can be so helpful in the hiring process.

MISBELIEF #1: Candidate expression is not permitted by THEM.

Of course, candidates won’t be able to honestly communicate who they are and what makes them different from every other candidate if they are given standard interview questions (such as “what are your strengths and weaknesses” and “where do you see yourself in 5 years”).

HR managers need to consider whether a video response to this query is necessary. Or is there a query that would more effectively highlight the candidate’s abilities?

Candidates should be challenged by video interview questions to think creatively and demonstrate to the hiring manager why they would be a wonderful fit rather than simply telling them. The procedure ought to be exciting and participatory! A salesperson to be hired? Request that they sell you anything off-hand from their home. A bartender for hire? Request that they prepare their specialty drink. Recruiting a marketing expert? Request an innovative campaign proposal from them. When trying to elicit the best responses from candidates during video interviews, the questions asked are crucial.

MISBELIEF #2: THEY ARE LESS OF A NECESSITY AND MORE OF A GIMMICK

In my investigation, I came across publications that referred to video interviews as a gimmicky “recruitment trend” as opposed to an effective way to help hiring managers.

The utilisation of video interviews during the hiring process is quite beneficial. They are intended as a safety measure to weed out applicants who may look fantastic on paper but aren’t the correct cultural fit for the business or the position.

Why not simply stick to the incredibly common phone call screenings? We need to use the available technology wisely as HR professionals! Video interviews offer the potential to employ artificial intelligence to quickly assess who would be a good fit by analysing additional aspects like body language and eye contact.

Hiring managers can see the interview responses afterward, along with an AI-generated report that summarises candidate insights like personality type, emotional intelligence, and soft skills. With the aid of technology, many hours of manual labour can be eliminated, the time to hire decreased, recruiting costs decreased, and the candidate screening process’ overall effectiveness increased.

MISBELIEF #3: A BAD CANDIDATE EXPERIENCE IS THE RESULT OF THEM.

There is no doubting that many video interview implementations have led to a subpar candidate experience. Poorly executed video interviews frequently cause candidates pain points since they feel:

1. Uncomfortable, and
2. Impersonal

Just a few small changes will eliminate these unfavourable associations.

Managers are able to modify the video interview guidelines thanks to modern recruiting tools. Users can, for instance, permit candidates to refilm their video interviews several times if they are unhappy with the results. The candidate will feel less pressure if the time allotted for each question’s response can be changed. It’s critical to realise that video interviews are not the same as in-person ones because applicants cannot speak with the interviewee to ask questions or get clarification on their responses. Giving candidates a little extra time or the chance to redo anything can quickly make them feel less stressed and uncomfortable and improve their candidate experience.

A human voice can further enhance the personalization of video interviews. Let’s face it; video interviews aren’t, in essence, as intimate as live interviews. A human touch might improve the candidate experience by adding a brief “introduction” video from the hiring team or even having a company representative read the interview guidelines.