Companies are increasingly using video interviews to decrease recruiting costs, reduce their time-to-fill and improve hiring manager satisfaction. Below is an example of an automated (one-way) virtual interview in which my colleague participated. An automated virtual interview allows the candidate to log into the interview process at their convenience and answer the hiring manager’s questions as they appear on the screen. The candidate’s webcam and microphone record their responses.
Invest a few seconds watching this individual’s video interview. What can you immediately learn about him? Would he be a good fit for your company’s culture? Should you move him to the next stage of the hiring process? Is he worthy of an in-person interview?
- Two minutes to schedule him.
- Three minutes to review his completed interview.
- One minute to share his results with other decision
makers (if necessary).
Six minutes to invite, review and share your job candidate. No scheduling hassles. No time wasted interviewing a poor candidate. No expensive travel reimbursements. No phone screen notes to decipher.
In my post, “The State of Video Interviewing”, an HR.com survey of over 500 HR professionals revealed that 70% felt video interviewing is a good way of screening candidates before inviting them on site and 68% of hiring managers are happy with the video interviewing process. A recent I/O psychologist study also suggests that video interviews are an accurate predictor of job candidate success.
While the questions above are not overly revealing, video interviewing
practitioners are employing questions crafted to not just uncover a candidate’s
qualifications but also their personality, English comprehension and even
confirm the candidate’s identity. The applications are numerous!
In summary, video interviewing has proven to decrease the costs associated with talent acquisition, time-to-fill, and offers a more revealing, collaborative process than phone screening.