As a recruiter, hiring manager or job seeker, you need to have a strong grasp of video interviewing. The hiring technology, perhaps once considered a fad or novelty a few years ago, has grown roots and is increasingly used by organizations to reduce their cost-per-hire and time-to-fill. Below are six blog posts that will answer all the questions and concerns you may have as either a job candidate or a potential future user of video interviewing.
This is a great starting point for those who are interested in purchasing a video interviewing system but are a bit confused by what responsibilities are expected of the administrator and job candidate. Read this to determine if video interviewing is right for your hiring process.
Is video interviewing discriminatory? Will it require you to change your process? Can you afford it? These questions are answered honestly to assuage your fears so that the leap into video interviewing really feels like more of a small step.
Perhaps you already use video interviewing, but you aren’t receiving the results for which you had hoped. The issue may not be with you or your video interviewing system but with your candidates. This post provides insight into why your job candidates fail to complete their interviews.
As a job candidate you may be a bit bewildered why you have been asked to complete a video interview rather than a phone screen or a face-to-face interview. This post explains the hiring manager or recruiter’s motivations and how video interviewing will benefit you.
If in addition to your bewilderment you are also a little anxious about completing your video interview, this post is for you. Is the interview difficult to complete? Should I use my phone? Will I look terrible? Relax and read the above.
Video interviews are more revealing than phone screens. The interviewer and their colleagues may watch you again and again. Treat your video interview just as you would a face-to-face interview but also mind these seven rules to ensure you put your best foot forward.