Video interviews have their strengths and weaknesses for employers. Thoughtful employers will carefully consider these factors to determine the most effective approach for their organizations.
Strengths
1. Streamline procedures
Video interviews can greatly expedite hiring when faced with a large volume of applications. Instead of scheduling countless phone screens, you can conveniently review pre-recorded videos at your own pace.
2. Reduce the need for many interviewers
Using pre-recorded video interviews to screen candidates reduces the time and scheduling challenges associated with phone interviews. You can customize the questions candidates must answer and decide whether to continue watching based on their initial responses. Often, within the first five minutes, you can determine if a candidate is a good fit.
3. Accelerate hiring timelines
When a candidate is at the final stages of considering another job offer, resides far away, has limited availability for an in-person interview, or when the interview team faces scheduling constraints, using video enables quick scheduling of interviews.
4. Cut down on travel costs
Opting for video interviews instead of in-person ones for candidates from out of town can lower travel costs. A reliable video interviewing platform eliminates the necessity of flying in your final round of applicants, thus saving money on travel, accommodation, and related expenses.
5. Assist recruiters
Video interviews offer hiring managers a swift and efficient method to assess candidates without delaying the hiring process. By eliminating scheduling conflicts and delays, video interviews reduce the risk of losing candidates to faster-moving competitors. They also enable hiring managers to gain a clearer understanding of the candidate pool when selecting who will proceed to the next phase.
6. Modernize your job description format
Incorporate videos into your recruitment marketing strategy to offer candidates insights into your company culture and the specific qualities hiring managers seek. Rather than a traditional job description, record the hiring manager outlining the role and share the video on your social media channels. For roles emphasizing teamwork, capture team members discussing a typical day to create a day-in-the-life video.
7. Ensure fair assessment
Several evaluators can review completed video interviews to enhance fairness and minimize bias. They can compare and contrast each candidate’s responses to the same questions independently, removing reliance on interviewers’ notes or recollections from previous candidates when ranking applicants.
8. Use video interviews for evaluation
Video interviews are valued for their unique combination of strengths as an assessment tool. Employers utilize them to ensure a consistent and positive candidate experience while also showcasing the work environment to potential hires.
9. Assess language skills
Businesses with a strong international focus use video interviews early in the application process to assess language skills, especially when hiring employees from diverse backgrounds who need fluency in multiple languages. For example, a prominent public organization has adopted video interviews to evaluate candidates’ proficiency in French. This organization conducts biannual competitions to select staff from across Europe.
By utilizing automated video interviews that commence immediately after questions are posed, they can impartially evaluate candidates’ language abilities without allowing for rehearsed responses. This approach has led to significant improvements in both the caliber of candidates selected for further consideration and their performance on in-person language assessments.
10. Fit with culture
Employers prioritizing company culture and seeking passionate hires use video interviews early on to assess cultural alignment. For example, a leading electronics company specializing in music and sound equipment screens candidates based on their familiarity with the music industry and enthusiasm for recording artists.
The automated interviews stimulate discussions to gauge candidates’ depth of knowledge, streamlining the screening process and enhancing overall hiring quality.
11. Conduct competency-based interviews
To effectively predict employee performance, many companies use competency-, situational-, or behavioral-based interview questions in their final selection stages. However, selecting candidates for these rounds requires significant time and attention, with no guarantee that those who advance possess the necessary qualifications.
Also read: What Is A Video Interview?
Weaknesses
While the advantages outweigh the disadvantages, recruiters should remain aware of a few potential drawbacks and be cautious of specific practices.
1. Connectivity issues
One of the primary drawbacks of video interviews is their heavy reliance on a strong and reliable internet connection. Even if the first candidate excels in skills, knowledge, and experience, recruiters might opt for another candidate if the local internet service provider fails to deliver adequate quality. Such technical issues do not affect a candidate’s ability to make a positive impression in a face-to-face interview.
2. Poor video quality
Some employers seek candidates who are not only highly skilled but also charismatic, presentable, and capable of representing the organization effectively. However, low video quality can hinder a candidate’s chances of securing a job if their presentation falls short. Recruiters, overwhelmed with applications, may unfortunately choose another candidate who presents themselves more effectively.
3. Difficulty in using the technology
While there are still careers that don’t demand computer or technical expertise, video interviews can inadvertently exclude competent candidates lacking in tech proficiency. Had the interview been conducted in person, these candidates might have had a chance at securing their desired role. However, their inability to navigate and complete the video interview setup led to their disqualification.
4. Time limits for responses
During video interviews, candidates are usually allotted a specific time slot, which remains fixed even in the event of system delays or technical glitches. Moreover, a cumbersome login process can consume valuable time. This fast-paced environment requires quick decision-making and offers little room for error, leading to heightened stress levels for candidates.
5. Fraudulent behavior
Although rare, some businesses may attempt to deceive candidates by charging them fees under false promises of recruitment. Some companies may also exaggerate their status to mislead and waste candidates’ time. Given these concerns, visiting a company or meeting candidates in person remains a preferable approach to gather genuine insights.
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