Now that candidates almost always have access to a webcam or smart phone, they can be pre-screened with video interviews.
These interviews, which typically replace phone screens, can be automatically loaded to the cloud where recruiters and hiring managers can review them in their own time, on any device.
Video screening won’t replace face-to-face interviews in later rounds of recruiting, but they may mean less juggling of schedules in the earlier stages.
More efficient in many ways
Video interviews most noticeably cut out the time spent on first-round screening.
“We are seeing people replace 30-minute phone screens with five-to-six-minute video interviews,” says Josh Tolan, CEO of Spark Hire.
What’s more, organisations can involve stakeholders from different geographical locations and time zones to become involved in the employment process.
“If you can share a video screen with a handful of decision makers, they can watch it from their couch and reconvene on the platform,” says Tolan. “This makes it easy to get everyone’s feedback.”
Candidate interviews can be star-rated by each stakeholder and comments can be recorded.
Tolan says that video screening speeds up the recruitment process because the candidates chosen for follow up are more likely to succeed. Video interviews also result in better hires because candidates who progress to the second round have impressed more than just one person.
“If you can make better decisions on who you are interviewing based on collaboration with people in the organisation you are going to save a whole lot of time,” says Tolan.
Video screening might not work for every role or stage of the recruitment process, but there are a range of ways it can drive efficiencies for your business. These include:
The process of reviewing applications and conducting phone screens can be quite time consuming for both employers and candidates. Video screening cuts much of the hassle out for both. Video screening also streamlines the process for large organisations that have decentralised recruitment functions by standardising the screening process and recording feedback with commentary for future reporting.
Remove geographic boundaries
Talent is mobile and may not be in the same city, state or country as the employer. Video screening allows employers to include a greater pool of applicants without the travel costs, says Tolan.
Tolan says video interviews can lessen unconscious biases and make compliance easier because hiring managers can compare candidates side-by-side, answering identical questions. “The more standardised you can keep the experience the better your documentation is and the more compliant you are going to be.”
Build talent pools
Video screen interviews are stored and indexed in the cloud and can be access by HR, the departmental manager or anyone else involved in the hiring process. What’s more, interviews can be retrieved easily at a later date for other roles in the organisation, if the candidate is a great cultural fit, but isn’t right for the current role.