Will Video Interviewing Become The Norm?
At a time when new technology is revolutionising recruitment, video interviewing is becoming more and more common as part of the hiring process, but does it affect how candidates perform and can it ever be a viable substitute for traditional forms of recruitment interviewing?
Certainly, there are benefits for hirers. If you have a lot of quality candidates to get through, for example, then online interviewing can save time as part of the screening process, keeping costs down and freeing up HR personnel. But what about candidates – how do they feel about?
How candidates feel about video assessments
The answer to that is mixed. Many candidates panic about video interviews, but many candidates get nervous about traditional face-to-face interviews too. Perhaps the biggest issue is technology. Not everyone has the ultra-fast Internet connection, or the equipment to facilitate a flawless video interview. And while some candidates are very good at mainstream video apps such as Skype and YouTube, some may not want to download and install unknown video interview apps.
When things go wrong with the technology side of video assessments, this can affect how well a candidate interviews. Indeed, the technology aspect could potentially put off candidates from going forward to the next stage of the interview process.
One-way vs two-way interviewing
Another thing to consider here is the type of video interview involved. While two-way interviews over Skype, for example, are a lot like a traditional interview, many candidates are put off by one-way interviews (asynchronous), where the employer sends text based questions for the candidate to respond to. Other candidates can use this to their advantage. Since they know that competing candidates are reluctant to do these interviews, they will proactively learn how to perform better at these types of interviews, which can skew the findings for recruiters
However, there is evidence to suggest that some candidates actually prefer a video interview when researching new employment opportunities. Since there’s no travel involved, it can save time and money, not to mention the hassle of organising time away from existing work commitments. Indeed, one study in the Netherlands found that minority applicants preferred video interviews because they allowed for more personal, frank responses.
Benefits for employers
For HR personnel, a video interview becomes a record that they can refer to during decision-making or share with other colleagues for their opinion. That’s not something you can do with a face-to-face interview, unless, of course, you tape it. It also gives employers seeking to hire customer-facing personnel a quick insight into how these candidates will fare in a real-life work situation.
Moreover, when recruiting for executives, a video interview can give you access to overseas candidates for jobs that may only few or no local applicants. These are also useful for interviewing students at universities in distant campuses.
All in all, video interviews can be useful in making candidate assessments, certainly in early screening, but it depends largely on the role and the number of applications. In most cases, a combination of video interview and traditional recruitment interviewing techniques will achieve the best results. Bear in mind too that it can be beneficial to let candidates know in advance that the application process involves a video interview. That’s something that’s easy to do when posting jobs at Zoek UK.
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