Video interviewing has come a long way since its initial advent way back when. And in 2020, video became not only a nice to-do, but a must-have to keep employees working and business moving. As we approach the other side of the pandemic experience, having witnessed the power of video interviewing firsthand, it’s clear that video offers companies a better way to hire – for recruiters and for candidates.
Resumes are static documents that give recruiters little context beyond a list of qualifications and accomplishments. Video complements the resume, cover letter, and application and takes the pressure off of in-person meetings. It’s an authentic medium that lets candidates show off their personalities and background.
Video can be used throughout the recruiting lifecycle, from introductions to formal interviews, making it possible to connect candidates with various stakeholders easily. At the same time, video helps stakeholders collaborate once videos get recorded, able to create a shortlist, add their comments, and rate submissions.
The addition of video can also help recruiters save time, particularly at the screening stage. Rather than spend hours making call downs to candidates who look good on paper, recruiters can send out automated invitations, enabling candidates to answer a few questions on their own time.
A force multiplier
Right now, many companies are still considering what their workplace model will look like in the coming months and years. Video supports recruiting in all three scenarios, offering more options and giving recruiters the ability to source candidates from anywhere.
Delivers deep analytic
Traditional interviews rely primarily on the insights and understanding of the interviewer, whereas video adds rigor to the process. Analytics can help recruiters learn more about candidates, determine which questions get the most helpful responses and encourage data-driven decision-making.
Less busywork, more storytelling
Being asked to tailor resumes, cover letters, and applications for each role is time-consuming. Video interviews can be short – five minutes or less – and give candidates the power to speak freely rather than fit their information into a box.
The internet is full of conflicting advice about improving resumes and prepping for interviews. With video, candidates get practical guidance from the hiring organization in the form of increased communication, something the Talent Board’s research finds is a key differentiator of a positive candidate experience year after year.
Reduces the hassles
Interviewing can involve a lot more than simply showing up. Video gives candidates the opportunity to focus on answering the questions to the best of their ability, instead of whether or not the interviewer can see them sweating from across the room.
Attracts passive candidates
Similarly, traditional interviews can be challenging for those currently employed. Video builds space for passive candidates, allowing them to proceed with the job hunt on their terms, something research shows 41% of the workforce is contemplating.
Adds more structure
Like the point made earlier about analytics, traditional interviews can be less structured, with interviewers following a line of thinking rather than a series of set questions, which sometimes lead to bias. Video can encourage consistency and ensure that all candidates receive the same experience during their interviews.
And that’s just scratching the surface
Video interviewing is a better way to hire because it takes the process we’ve been using for ages and updates it for today’s world. It gives recruiters and candidates the tools they need to succeed – to get the job and get the job done.
Author: Benjamin Gillman
myInterview uses video to encourage candidates to express their true personality, experience and qualifications, letting hiring managers identify the best hire while enjoying every minute. Sharing your impressions and getting feedback from colleagues is as easy as pressing play. myInterview integrates effortlessly into your existing workflows and traditional systems (ATS).