A Recruiter’s Video Interviewing Handbook
Leading companies are reinventing themselves for the digital world, implementing technologies that improve both the customer and employee experience. To more effectively hire top talent, recruiting professionals are also integrating digital strategies, such as video interviewing software, which enhance the recruitment experience for candidates and the hiring team. Video interviewing software enables organizations to more efficiently attract, interview and assess talent, while providing candidates the opportunity to interview at their convenience. Read on to learn how recruiting departments benefit from video interviewing, how to implement video technologies and tips to increase candidate comfort with the technology.
Why Should Recruiters Incorporate Video Interviewing?
Virtual interviewing helps employers identify the best candidates for open positions, while empowering prospects to convey their unique qualifications via video. Hannah Morgan, job search strategist and founder of CareerSherpa.net, has coached job seekers on using video interviews and believes it offers benefits for both employers and candidates.
Benefits of video interviewing for employers
Increase recruiting team efficiency
Video interviews offer a thorough understanding of qualifications and culture compatibility, while reducing time spent screening and vetting candidates. “Traditionally, recruiters have to call candidates, leave messages, wait for candidates to return their calls and then schedule phone interviews—all while juggling emails, speaking with candidates and reviewing more resumes,” says Morgan.
Increase efficiency with a solution such as pre-recorded video interviewing that that provides questions for the candidate to answer and lets the recruiting team review responses at any time, instead of during a scheduled phone screen.
Streamline candidate assessment
Easily share recorded interviews with hiring team members to increase collaboration and streamline feedback collection. “The video can be shared with teammates and employees who can review the candidate’s answers and provide input, without scheduling separate calls,” says Morgan.
Sharing, comparing and re-reviewing candidate interviews enables the hiring team to make accurate hiring decisions. Candidates provide responses to the same questions and in the same time period, leveling the assessment playing field by eliminating inconsistencies. Sharing recorded interviews also reduces the need for additional candidate phone screens, which can delay the hiring process.
Prevent delays in the hiring pipeline
Disruptions in the hiring process can prevent recruiting teams from filling open positions quickly. When travel delays, weather or illness lead to interview team member cancellations, it puts the entire hiring process on pause and can lead to lost candidates. Reduce the impact of unexpected events by giving hiring managers the ability to interview from any location, so the hiring pipeline continually advances and candidates remain engaged.
Benefits of video interviewing for candidates
Present qualifications virtually
On video, candidates can present their personality and convey unique attributes that contribute to company culture. “Sometimes a candidate’s personality doesn’t convert well over the phone,” says Morgan. “Video interviewing is a great opportunity for candidates to ‘sell themselves’ by getting in front of a recruiter virtually.”
Eliminate travel time and expenses
By participating in the interview process virtually, candidates avoid the travel costs, time and stress associated with on-site interviews. An in-person meeting can wait until the candidate has advanced in the hiring pipeline, and is more familiar with the company and hiring team. “The video interview delays the need for a face-to-face interview,” says Morgan.
Candidates interview independently
Candidates have the flexibility to complete the virtual interview independently, at their convenience. Prospects who may be worried about taking time away from their current employer can complete the interview outside of work hours, without time-consuming scheduling logistics.
When to Implement Video Interviews
By leveraging video interviewing software recruiting teams can implement a virtual hiring process that both candidates and hiring team members look forward to participating in. Solve talent acquisition team pain points by incorporating live and pre-recorded video interviews into the hiring process. Use live video interviews to connect with candidates in real-time, or provide candidates questions to answer during a pre-recorded video interview and review responses at any time. Learn when to use live and pre-recorded video interviews to gain increased efficiencies and maximize ROI.
Leverage Live Video Interviews When:
- Interviewers are based out of multiple locations: Interview team members who are based at different locations or who are traveling can delay the interview or require multiple meetings. Use live video interviews to connect the candidate and all team members in a single interview time slot.
- Interviewing non-local candidates: Meet top candidates who don’t live nearby. When an out-of-state candidate applies for a position, conduct a virtual interview to assess qualifications and fit before investing in an on-site meeting. Connect with national and global candidates to fill current positions and create a pipeline for future positions.
- Campus recruiting is a significant time investment: Attending campus recruiting events can require days away from the office to meet candidates and host on-campus interviews. If business representatives can’t take time away from core business initiatives to travel to campus, conduct all campus interviews virtually.
- Unexpected events interfere with the interview: A sudden illness or unexpected weather event can make it necessary to postpone the interview, giving the candidate time to accept a competing offer. Continue the interview as-scheduled using a live video interview.
Leverage Pre-recorded Video Interviews When:
- High-volume positions drain time and resources: Phone-screening candidates for a high-volume position can be a significant time investment. Use pre-recorded interviews to streamline the process and quickly determine if the candidate should advance.
- Phone screens fill up your workdays: If back-to-back phone screens leave little time to review new applicant information or keep current candidates warm, replace phone screens with pre-recorded video interviews. Review responses when time is available and thoroughly evaluate candidates before inviting them to an in-person meeting.
- Multiple hiring team members provide input: When every member of the hiring team wants to be involved in the pre-selection process, share the pre-recorded interview with all stakeholders. Every team member can provide feedback and review qualifications, without scheduling multiple candidate phone calls.
- Comparing candidates is challenging: If candidates have similar qualifications and backgrounds, use pre-recorded video interviews to compare prospects, even before the first in-person meeting.
Provide a Positive Video Interviewing Experience
When you’re ready to implement video interviewing, understand it may be new to both candidates and internal hiring teams. Continue to provide a positive user experience by helping all participants become comfortable and excited about virtual interviews.
Increase Candidate Comfort
Before the interview, encourage candidates to treat the virtual interview as they would an in-person interview. Suggest they wear professional attire, find a clean space with enough lighting and spend time researching the company to prepare for the interview. Morgan recommends providing detailed instructions on how to complete the video interview and a phone number for a candidate to call in case of difficulties. Recruiting teams can also create a welcome video introducing themselves and the company, to make the experience exciting and inviting, even without a face-to-face meeting.
Train Hiring Team Members
Video interviewing may also be new for hiring team members who are familiar with traditional face-to-face meetings. Host training sessions for hiring team members on how to use the software and create a quick-reference to review before the interview. Encourage hiring managers to conduct the interview in the same manner they would conduct an in-person meeting by finding a quiet place and preparing questions to ask the candidate.
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