Video recruiting is the 21st-century method during the hiring process at organizations. Video interviewing take two forms—live conversations between the recruiter or hiring manager and the candidate. Live interviews give hiring managers an opportunity to see and talk to candidates directly and real-time which resembles the traditional face-to-face interview. The other option is a computer controlled timing program with a specific set of interview questions, timing, answers recorded and sent to the hiring manager. (i.e. https://www.hirevue.com/). In video interviews, hiring managers can create recorded questions for the candidate to answer or provide written responses. This allows the candidate to answers the interview questions at their convenience.
The A recent Aberdeen Report states that 61% of organizations are more likely to use video recruiting during their hiring process. Video recruiting makes sense for business because it reduces time to hire, saves money on the recruiting process, travel costs and can be easily achieved.
Here are three best practices to consider in implementing a video recruiting strategy:
- Ask relevant questions. Ask candidates relevant questions is essential for determining whether they are the right fit for an organization. Questions that draw out the candidates’ experience and accomplishments will provide the best insight. Asking candidates to describe how they might handle a potential challenge within their new role will be more informative than asking about their most recent job title.
- Establish recording parameters. Video interviewing systems can provide some options for recording a candidate’s responses. Employers can allow candidates to record as many takes as they want, can designate a set number of takes, or can require the candidate to submit his or her first response. Organizations might find that getting an answer on the first take gives them the most accurate impression.
- Assess content, not video quality. The key is to focus on the content of the interview answers, not whether the candidate is a great video interviewer. Many candidates may not have had to use equipment that was given to them for the interview and may be apprehensive. Consequently, recruiters should pay attention to body language, eye contact, and the content of responses.
