Video interviewing can make hiring more efficient and give you access to more qualified candidates.
Increasingly, as companies shop for useful technology, they are putting video interviewing (VI) software and services in their shopping carts. These high-tech tools enable companies to screen and select job candidates remotely, without paying for travel or dealing with other issues related to onsite interviews. VI primarily comes in two forms: synchronous (used for live interviews) and asynchronous (used for prerecorded interviews). Consider these five points when considering how VI can help your company.
1. Costs for this technology varies according to the vendor and your needs. The more interviews you do, they higher the cost will be.
2. Features to look for include a candidate portal, feedback management, invitations capability, ability to do panel interviews, recording, approved question banks, cloud-stored interview data files, and scoring.
3. As younger workers are more likely to expect a digital experience, this technology can give you a leg up with Generation Zers, in particular.
4. VIs often enhance the job candidate’s experience. In one survey, about half of candidates felt that the VU helped them stand out in the recruitment process, and 25% more candidates preferred this technique to in-person interviews.
5. VIs can speed up your recruiting. Particularly when you are in a hurry to fill job openings, video interviewing can enable you to identify good candidates quicker. For instance, with the prerecorded (asynchronous) interview, you can send the questions on Friday and get the completed interview on Monday. With the live format, you don’t have to wait for people to be able to travel to your organization. The interview is conducted in comfort and convenience on both sides.
Some employers have expressed fears that information obtained via a VI (such as race or gender) could be used against them in a discrimination suit. However, the Equal Opportunity Office doesn’t prohibit technology such as VI and says that the technology itself doesn’t discriminate. In truth, VI technology could actually reduce your risk of a discrimination complaint. Because everything that happens during the interview is recorded, you have proof of what was or wasn’t said during the interaction. At the same time, asynchronous VI eliminates the opportunity for spontaneous, off-limits questions or areas of discussion. Asynchronous VI also prevents you from changing a question in a way that would unfairly benefit one candidate over another.