Ask any recruiter and they will tell you that video interviews are the future of recruitment. Here’s a detailed overview of video interviews and a few tips for success. 

A pool of talented candidates, lower hiring costs and added convenience while recruiting — words that sound like music to every recruiter’s ears. And video interviews have the potential to bring all these benefits to your platter.

A research conducted by Monster and University College London found that almost 48% of the participants use video interviews in the recruitment process. Amid this giant wave of a digital revolution, hopping on the canoe of technology is the only way to survive.

However, there are many questions related to video interviews that bug candidates and hiring managers. “Are video interviews going to be the new normal?” “Are video interviews good or bad for the future of recruitment?”

In this article, we’ll try to dig the answers to those questions.

Why Are Video Interviews All the Rage?

The reason for the increasing use of video interviews is simple. It solves major problems faced by recruiters and candidates. First of all, video interviews save a lot of money spent on travel, stay, and venue, for recruiters and applicants both. 

Moreover, video interviews offer convenience as one can partake in the interview process from anywhere. Next, it goes beyond the restrictive geographical boundaries to bring the best talent on board. Now think of the numerous hours you’ll save by adopting this interview method, and you couldn’t ask for more!

Besides these apparent benefits, there are also many situational reasons behind the popularity of video interviews. The gig economy is one of the most remarkable changes of this decade. Now, companies are becoming more and more aware of the benefits of hiring remote workers and freelancers. It has generated a dire need for recruitment alternatives like virtual interviews.

Add to the mix a deadly world pandemic that has restricted all economic activities. In this state of frenzy, video interviews have now become the coveted silver lining for recruiters. Many people who adopted this hiring tool out of compulsion are now amazed at its multiple benefits.

Two Types of Video Interviews

Employers are using video interviews at different steps of the hiring ladder. Some use video interviews to short-list candidates at the initial stages, while others use it as a direct alternative to in-person interviews. 

Depending on the purpose, video interviews can be classified into two types: 

1. Pre-recorded Video Interviews: Often, there are hundreds of applications for a particular job. It becomes daunting to go through monotonous A4 sheets to assess applicants. That’s why recruiters ask the candidates to answer some common questions in a pre-recorded interview. They can use it to short-list potential candidates for the next rounds.
2. Live Video Interviews: While this is self-explicable, Live video interviews lay witness to interviewers interacting with the candidates in a live session. This is pretty much like an in-person interview, the only difference —the interviewer and candidate don’t interact in a physical setting. Even better; Live interviews cannot only be used to short-list the right candidate but also to finalize them for the job.

What to Expect From Video Interviews

Clarity, convenience, and confidence- for recruiters and candidates alike. 

Using video interviews, you can assess multiple facets of a candidate’s personality. Recruiters can be trained to pick up facial cues and the candidate’s body language even from across the screen. 

Another important skill that is highlighted well in video interviews is the communication skills of the candidates. Moreover, video interviews provide an opportunity for inclusive hiring decisions. You can easily record a live session and get feedback on the same from your team, unlike personal interviews.

What Can Go Wrong?

Despite several advantages, the future of recruitment using video interviews is still foggy. Many companies are still hesitant to incorporate this method into their hiring process. 

One major concern of recruiters is that video interviews may create an unconscious bias towards candidates during the initial hiring process. It is also unfair to those candidates who are otherwise competent but may not be camera-friendly.

Moreover, there are several other factors (out of human control) such as technical issues, connectivity problems, and equipment faults that can all hinder the process. 

According to research conducted by BBC, 90% of recruiters still prefer traditional face-to-face interviews. Many recruiters say that decisions are easier when they can see the candidate in person. Though this is just a psychological constraint, it is still an issue that needs to be addressed. 

Tips for Conducting Video Interviews

Are you sold on the many benefits of video interviews? Here are some useful tips that will help you conduct a successful one-

1. Determine the scope of your recruitment campaign. In case of a large number of applications, you can opt for pre-recorded interviews. On the other hand, if the number of applicants is less, you can schedule live interviews with each candidate.
2. Also, make sure you have all the right tools to facilitate the interviews. While video meeting apps like Zoom and Skype are arguably good for live interviews, you might still need software to keep track of pre-recorded ones. Some good options include Sonru, Ciphr, and LaunchPad.
3. For best results, it’s advisable to ensure that interviewers are familiar with video-specific body language and assessment parameters. In fact, there are many tools and technologies available to assess candidates on screen. In 2019, Unilever had replaced human recruiters with AI that could assess candidates based on expressions, word choice, and body language. Now, AI may not be commonly used in today’s hiring scenario, but it can be a great help for analyzing recorded video interviews in the future.
4. Not all candidates may be well-versed with this unconventional interview format. So, why not simplify it a tad bit by letting them know what to expect from the interview? You can also help them by providing instructions to maneuver the technology you’re using. Happy candidates turn into happy employees!

Conclusion

While all the interview mediums have their pros and cons, the best recruitment strategy is the one that perfectly balances different options for desired results. However, it goes without saying that video interviews are surely an essential part of the future of recruitment. And there’s no better time than now to embrace this new normal.