Last Updated onReading Time: 4 minutes
Technology is changing the way human resource is managed. With faster internet and broader reach, the concept of conducting live video feeds has hit the recruiting arena as well. The process of hiring candidates from remote places or areas far away has Skype as its interviewing medium; but as technology taking the front foot gradually, video interviewing is aided by a lot of platforms for not only hiring but also educational assessment purposes.
Video interviewing is a hot topic today in the area of HR. With live videos featuring in every other communicative platform, getting closer to the candidate has become convenient.
Let’s understand the concept of online interview video
On-demand or asynchronous video interviewing is carried out at the very inception of hiring. This process enables the candidates to record their answers to those questions that have been pre-set by the recruiters. This type of video interview is not live and therefore, can be seen by the recruiters at any hour of the day without disrupting the work (or environment).
This is not new; back from 1990 to the current times, the past decade has seen the spike of Skype and Facetime which have given us a better understanding of how they work. But live video interviewing has its fair share of challenges like:
- The finding of a suitable place where the process will be undisturbed.
- The coincidence of the time of recruiter and candidate
- Flexibility to pardon and re-schedule in case of any delays
- Managing the time and cutting it short when the selection is already made
Here comes the process of one-way of Asynchronous video interviewing:
One-way Video interviews save a lot of time as the recruiters assess the candidate’s pre-saved videos recorded at his or her time of convenience. The videos are clear and come without any disturbance or disruption and hence coordinating with the candidate becomes easy. For each video received from the candidate’s side, the hirers receive notification of the videos that they can later discuss with the stakeholders and carry our video interview analysis. This easily makes the way for the final face-to-face interviews for favored candidates. However, when the hiring competency is regarded, one-way video interview acts merely as a tool to shortlist from the 1st level, but not in the stages beyond.
A candidate’s experience in interviewing for video recruiting
How does a candidate feel about video recruitment? It is essential for companies that do video interviews to ensure that applicants all have access to all apparatus required to conduct a seamless session, both online and one-way. Just because their internet connection on that particular time becomes slow should not mean they are incompetent. Also, the webcams they use may not be built-in; some people still use plug-in devices for the purpose. Video interview provides an excellent opportunity for the candidates to showcase their soft skills, but candidates, majorly, still believe in face-to-face communication. Here, as a recruiter, you can do 2 things: 1) Keep the walk-in options open 2) Make your platform to record video interview online versatile to adapt to any medium, given the popularity of using mobile devices.
Video interviewing statistics – Figures that you should know of:
- 60% of recruiters and hiring managers are using video technology to carry interviews from remote areas (Source)
- In a survey including 506 companies, 47% used video interview for shortening the time (Source)
- 57% of candidates prefer live video interview (Source)
Video interview practice: A must inclusion in all HR assessment processes
Holding a walk-in interview in today’s job market calls for the immense expenditure of time and money; so the candidates to be called have to be slotted to limited heads. Here, video recruitment plays a significant role because a broader base of candidates will be reached with higher chances of selecting the right one. Let’s look at some of the perks of video recruitment.
- Video interviews ease out the scheduling pressure of a lot of candidates. With online recruiting feeds, those candidates can be slashed down to a considerable number for a face-to-face interview.
- For passive candidates, it creates a positive experience, who would have avoided the interview in their busy schedule. With one-way interview, the applicants can record a video of 15-20 minutes from their phone or other personal computing devices and submit it to the recruiters.
- Not every candidate has the advantages of location and financial resources. For them, online video recruitment saves a lot of everything. Needless to say, it also benefits the company by reducing the cost of holding an interview.
- Online video interviews also retain the best candidates for face-to-face recruitment hence enhancing the rate of hiring for company growth.
- Not always, but in many cases, video online interviews can give the recruiters to test the technical knowledge of the candidate that might come handy in the later stage of the job.
Pair it with an online assessment platform for fetching the best result
Online assessment platforms make analyzing and hiring easy for the recruiters, especially when they are conducting interviews for selecting a good number of candidates from a vast base. These online assessment platforms not only help in hiring, but they are also helping to test the efficiency of the existing candidates as well for the company’s internal audit of human resources. So no matter which interview medium you choose, always make it a point to assess the resources through an external help.