There certainly has been a shift in the way the recruitment industry uses different methods and technologies to improve efficiency around recruiting. New approaches, such as video interviewing, have been introduced to make the lives of recruiters easier. Although it is still a growing sensation, a minority of recruiters have caught on to this method of interviewing, as 7% of recruiters in a recent survey stated they currently employ this interviewing method.
Very simply, video interviewing can be a secure and cost-effective method to allow candidates to record their responses to questions, using their at-home technology. Several large organisations, such as BT, Enterprise Rent-a-Car and Morrisons, have already jumped on the bandwagon. There are several different options of video interviewing approach open to you. One-way video interviews allow recruiters to ask a variety of questions that candidates respond to by recording their answers. Alternatively, live video interviews can be used to have an interactive online conversation via a variety of video conferencing providers.
Recruiters are always trying to find new and innovative ways to streamline the recruitment process; video interviews are a natural result of this. To get you thinking about whether it is for you, we have put together a few benefits and disadvantages of this emerging interview method.
Benefits of Video Interviewing
Recruiters understand that the recruitment process can be incredibly time consuming, whether it is waiting for the perfect candidate to apply or just becoming overwhelmed with processing a high volume of applicants. Video interviewing can be highly beneficial for businesses if used effectively to speed up the whole process.
Resourcing Manager of the Post Office, Brett Davies, has used video interviewing to his benefit in the last year. It allowed his team to review 550 candidates in two weeks. For their temporary Christmas staff recruitment process, the Post Office received an initial 20,000 applications last year, which is an overwhelming number for any team to process. Video interviewing gives them the ability to review a large number of candidates in a short time frame.
And it is not just advantageous for recruiters; candidates can benefit too. Applicants are able to record their interview at a time that suits them, instead of having to schedule a face-to-face interview at a potentially difficult time for them. They are also able to complete the interview on their own technology devices, in the comfort of their own home.
Drawbacks to Video Interviewing
Despite the significant benefits of video interviewing in the recruiting process, there are undoubtedly elements of the traditional face-to-face interview approach that are lost. Some argue that video interviewing can often become staged, as candidates are able to perfect their recordings to suit the recruiter’s needs and impress their potential future employer, losing the spontaneity and perception of authenticity that a face-to face interview generates.
One also needs to consider whether utilising a video interviewing process is fair for all candidates. Will all candidates have the necessary equipment and know-how to create the video? If you are recruiting for a digital marketing role, you could reasonably argue they should. However, if an applicant’s ability to create a video has little bearing on the role they are applying for, are you going to miss out on applicants that are not tech-savvy enough to create an appropriate video response but more than able to meet the demands of the role?
Recruiters who choose to use video interviews are also unable to challenge the candidate’s answers and delve into a deeper discussion if there is something they want to know more about. It can also be more difficult for recruiters to measure and read tone of voice, facial expressions and body language through a recorded video, compared to a face-to-face interview.
The obvious benefits of video interviewing ensure in our minds there is no doubt that this recruiting method will continue to grow in popularity. However, it is still important for recruiters to maintain that delicate balance between digitizing the recruitment process whilst retaining the positive impact of more traditional methods, such as face-to-face contact.