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Video Interviewing: 5 Things You Shouldn’t Fear!

I almost live and breath video interviewing and so for me understanding the benefits of this technology are as easy as understanding the health benefits of exercise.  But, like exercise, many people I have surveyed about implementing video interviewing are just as hesitant to get off the proverbial couch in order to better their hiring lives.   

We all know riding a bike for a mere 20 minutes a day is healthy.  Yet often people won’t engage in exercise if they perceive it might disrupt their normal routine or present more work for them even if the reward far outweighs the contributed effort.  For some,  accepting video interviewing is no different. 

For me it breaks down like this: 

Twenty minutes of bike riding = healthier heart, increased metabolism, lower weight, reduced blood pressure, more muscle tone, etc. 

Fifteen minute recorded video interview = more revealing interview, less scheduling hassles, reduced travel costs, greater collaboration, more informed hiring decision, faster time to hire, etc. 

So as you lay on the couch staring at your dusty bike and contemplate how to improve your hiring process, I want you to consider my 5 reasons why you shouldn’t fear the video interview. 

  1. Video Interviewing won’t screw up your existing hiring process!

Do you do phone interviews?  Simply replace your existing phone interviewing process with an automated video interviewing process.  Email the candidate a login and they can interview themselves on their time and you don’t have to deal with phone screen scheduling hassles.  Does that sound so hard?  If you don’t do phone interviews then screen them with video before they walk into your office so you know you’re not going to waste your time interviewing a bad candidate.

  1. Video interviewing isn’t going to cost you an arm and a leg!

Video interviewing can be every bit as affordable as phone screening.  When a candidate records an automated interview you eliminate the time and expense needed to phone screen them plus you can compare their results to other candidates and forward to colleagues.

  1. Video interviews won’t get you sued for discrimination!

Video interviews don’t discriminate, people discriminate.  Discrimination is discrimination, whether during a video interview or during the face to face.  The problem is not when in the hiring process you identify a candidate’s race, gender, age and ethnicity.  The issue is what you do with that information.  For all these reasons the EEOC allows video interviewing in the hiring process. Not only that but the recorded video interview actually provides a record of your non-discriminatory practices. 

  1. Video interviewing won’t create more work for you!

Actually with automated video interviewing all you need do is email the candidate a set of login instructions and they do the rest.  Upon completion you can quickly screen out three poor candidates in the time it would take you to interview one face-to-face.  Plus you can share the recorded interview with colleagues who couldn’t attend the first interview.  Sounds like less work for everyone if you ask me.

  1. Video interviewing won’t take your job!

The point isn’t that your job will be less demanding.  In the same amount of time you spend filling a position today, with video interviewing you’ll be able to evaluate more candidates thereby increasing the odds of finding that elusive “best-fit” employee.  Doesn’t this make sense particularly give the large number of job candidates out there?.  You’ll be doing just as much work, only now you can shine like a star while doing it. 

So brush those potato chip crumbs off your chest, hop off the couch, and jump onto your bike!  After you take care of yourself, take care of your hiring process!  Is it as healthy as it could be?

About The Author

Ryder Cullison

Ryder has more than 10 years of experience working with retained search clients as a search professional. As a pioneer of Interview4 he has great knowledge of video interviewing. He writes about all things hiring and looks forward to engaging with his audience on topics of leadership, recruiting, candidate screening, and employee satisfaction. Follow him on Twitter: @hireintelligent and @cullison1

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