Video Interviewing provides many hiring advantages, but determining who can best benefit from which advantage may not be readily apparent. Here are two cases showing first why a Human Resources professional and, second, why a hiring manager should use video interviewing.
If you are in HR one of your assigned tasks is to find quality candidates with an often limited budget. Scheduling candidate interviews into your already busy day is stressful enough, but often times the person you interview on the phone is very dissimilar to the candidate who walks through the door. Your challenge is to streamline your hiring process while more effectively screening talent.
In this case, video interviews just make sense. They are more revealing, easier to schedule and more cost effective than phone screening. Many video interviewing tools provide an automated interview feature that allows candidates to interview themselves after-hours at their convenience. Upon completion the HR professional can deliver the candidate’s completed interview right to the hiring manager’s in-box for his or her review.
In addition, the candidate interviews are stored for a period of one year or more, allowing the HR Professional to re-examine previously rejected candidates for future job openings. Because each candidate answers the same questions, HR will have created a standard non-discriminatory interview process with a video record of their non-discriminatory practices.
The case for hiring managers to use video interviewing may be even more compelling. Hiring managers can often determine in the first five minutes of an in-person interview if a candidate is a poor fit for their organization, but at great cost of time and money. . Video interviewing allows hiring managers to quickly pre-screen candidates before committing to a face-to-face interview. If the candidate is questionable, video interviewing allows the hiring manager to share and collaborate with colleagues, comparing candidate responses to one another so that a more informed hiring decision can be made. Video interviewing tools such as Interview4 enable the hiring manager to upload job-specific questions for the candidate to answer. This allows the managers to determine if the candidate has both the skills and cultural fit to succeed.
For managers hiring globally, video interviewing allows them to review and screen top talent outside of their geographic region at a fraction of the cost their organization would spend to bring in candidates. Either the Live two-way or Automated one-way solution provides managers with the flexibility to affordably interview international candidates.
Screening candidates with video interviewing reduces the need for candidate travel resulting in less environmental impact. This is significant to hiring managers whose companies support a green initiative.
Whether you’re an HR professional or a hiring manager, a case can be made for effective, cost efficient video interviewing, while offering somewhat different advantages to each over traditional methods.