Why should employers use video interviewing?

The challenge is selection, not sourcing

It has never been easier to source talent.  LinkedIn, Twitter and Facebook have made us hyper connected, meaning that there are no longer any barriers to “getting in touch.”  Because it is so easy, candidates are able to seek out employers and submit their CVs to anyone at the click of a button, often resulting in resume overload.

Employers are equally able to cast the net wide and directly target anyone that might fit the bill.  The recruitment challenge therefore becomes one of selection rather than sourcing.

Video interviewing has rapidly become a mainstay of the recruiting and talent acquisition process.  In fact according to Aberdeen Group  Best – In – Class companies are 61 percent more likely to use video tools for interviewing candidates  at some point in their talent acquisition process.

Organisations are implementing video interviewing to reduce time-to-hire, to save money on the recruiting process, and to more easily connect with top talent.

As organisations expand their video interviewing capabilities, it’s important to approach the process strategically to maximize the benefits for hiring managers and candidates alike.

In recent years the format of job interviews has begun to reflect the increasingly technological world we live in. Video interviewing is now a popular choice when it comes to personnel selection. There are dedicated software programs such as FaceCruit, specialist interview techniques, and a wealth of advice on how to do well in a video interview.

Key advantages of video interviews for attraction and recruitment

The advantages of using video software to interview job candidates can be classified into recruiter benefits and candidate benefits.  Among employer (recruiter) benefits, the following can be highlighted:

  • Video interviews allow for greater consistency.  By using a pre-determined script and format, all candidates are asked the same set of questions.
  • Video interviewing captures the moment, and it does so permanently.  Therefore, recruiters have the opportunity to replay, review, and rate the interviews online.  Interviewers can also make use of video recorded material to compare candidates’ answers and performance during the interview.
  • Recruiters can share the candidates with their client or colleagues with any accompanying documentation such a resume summary.  In turn the client can rate and comment on the candidate.
  • Having visual material associated to the interview can help recruiters better remember outstanding candidates.  This is especially true when video interviews are compared to audio interviews (for example, Skype-based interviews).  By using video, recruiters can associate a candidate’s name to a face; so in fact, video interviews can help provide a more personal touch.
  • Time is at a premium for most recruiters.  Video interviewing allows recruiters to carry out a large number of interviews in a short space of time.  This interview format is particularly useful when it comes to interviewing candidates who live in a different city or country.  Video interviewing can cut recruitment costs by 80%.
  • Up to 8 videos can be reviewed the time it takes to do one phone interview.
  • No travelling, no scheduling appointments, no no-shows.

How is your Employer Brand represented?

You are in control of how your employer brand is represented, for example:

  • The recruiter can keep their brand whilst showing the candidate that you are innovative which in turn attracting top talent.
  • Personalised emails to further engage the candidates.
  • Recruiters can record an intro and exit video to talk about areas of welcoming and thanking candidates or the process, the company, the position etc.
  • You can store all you marketing material in the systems media library where you can engage the candidates before commencing the interview with links to corporate videos,  PD’s, corporate marketing material.

What questions should you ask?

Questions usually fall into four distinct categories:

  • An introductory question
  • A motivation question
  • A technical question about your skills
  • A personality question

How do you set up a video interview?

It is easy to set up.  Once you have gone online and created an account you can free trial the product with your allocated 2 minutes credit to act as an employer and a candidate to get the full experience or continue to purchasing. The non-contractual inexpensive options are tailored for small business to large enterprise.  Now that you are already to begin your innovative recruitment journey, you commence by creating an interview (this can include adding intro and exit videos, uploading marketing and branding material – all included), add a closing date, add questions from a database or create your own and invite candidates via automated email or a pubic URL.  There are a lot more bell and whistles with the FaceCruit Platform if you wish to use them; however initial set up would take 10 – 15 minutes and you can get started here.