So, what’s video recruitment?

The process of using virtual or videos interviews to evaluate candidates during the hiring process is commonly referred to as video recruitment. If you are considering tapping into remote talent, pre-screening for in-person interviews, just hiring more conveniently, or maybe hiring-at-a-distance due to an outbreak like Corona, video recruitment is your way to go.

Virtual or video interviews are an easy way to meet the candidate and get to know them during an interview process. It may never replace face-to-face interviews but is definitely the best alternative when you can’t meet candidates in person for any reason.

Some fun facts on video interviews from a survey by HR.com

of the large firms, 52% mid-sized firms, and 36 % of small firms leverage video interviews.

of them use an affordable or inexpensive services like Skype or Google Hangouts.

more organizations are seriously considering to start using video interviews in the coming year.

of video interview users use it to conduct live interviews, a 49% for recorded interviews.

of the organizations that use video interviews have a dedicated platform to facilitate it.

of them have their video interviewing platform integrated with their applicant tracking system.

The quick benefits of using video interviews

1. Puts a face to the resume

If a picture is worth a thousand words then a video is worth a million. When you're sifting through resumes that look all alike, video interviews help you get a glimpse of what these candidates are like in real life and enable you to screen them before you invest time for in-person interviews.

 

2. Gives you superpowers to screen faster

Video interviews are faster and definitely less time consuming that in person interviews. They also cut down huge chunks of time and resources spent in coordinating traditional formats of interviews. You can meet any candidate you want to, from anywhere in the world without worrying about travel costs or geographical boundaries.
 

3. Let’s you hire as a team but with less hassles

Since video interviews can be saved and played for hiring stakeholders, it makes collaboration easy. The hiring panel can watch it at their convenience and leave comments and notes for each other to make a good and collective decision.
 

4. Attracts more candidates (truly interested ones) to interview with you

Not just any candidates but candidates who are truly passionate about working with your company. A video interview requires more commitment from a candidate when compared to telephonic interviews. So, virtual interviews can also help you get right to candidates that are serious about pursuing a role with you.

 

The different types of video interviews 

Pre recorded or one-way interviews

When a recruiter has multiple candidates to review for multiple roles, pre-recorded interviews are the best way forward. The interviewer doesn’t have to be present during the interview. They can just set up questions, add instructions on time limits for thinking or answering, the length of answers, the format of answers, etc and send them to their candidates.

Candidates can go through the instructions and questions and respond with answers on videos and send them back to the recruiter. Once the candidates submit their video interviews, the hiring stakeholders can take a look at it, together, and decide the next steps.

Two-way or a live video interviews 

A live video interview is a real time video interview in which the recruiter and candidate meet each other over video interviewing tools such as Skype, Hangouts, Google Rooms, GoToMeeting, WebEx or Zoom. These interviews almost work like face-to-face but just without the pain of scheduling tradition interviews and the travel costs.

Many organizations use video interviews as an alternative to phone screening just to make me more efficient and as pre-screening to face-to-face interviews so they can improve the quality of in-person interviews. How do the two-way interviews work? You check with candidates and agree on an interview time. Then schedule a meeting over your video interviewing tool and send them a link through which they can join when it’s time. You meet. You interview. You decide.

In both these formats of interview you can record and refer to the interviews at a later time. 

Questions to ask while choosing your video interview tool

Is it easy to use?

Not just for you but your entire hiring team. What’s the learning curve? Is there any training involved? Choose a tool that’s fun and easy to master.

How’s their support?

Understand the quality and cost of their support. During the initial demo clarify any questions you have about their onboarding process.

Does it integrate with your ATS?

It’s important that your virtual interview tool either has an in-built  rating system or integrates with your ATS, otherwise you’ll have to juggle multiple systems.

Is it mobile friendly?

This just should go without saying given that people and smartphones are almost inseparable. Does your tool make mobile candidates a priority?

Is it customizable?

If you have any unique use cases in the hiring process because of the jobs you are hiring for or your industry, be sure to check if the video platform solves for it.

Does it allow for branding?

Can you include branding components in candidate facing communications? These little things profoundly influence your candidate experience. 

Video recruitment best practices

If you are transitioning into a video interviews mode or maybe just want to get better at it here are some basic tips we put together to help you feel confident.

Before the interview:
During the interview: 
After the interview:

About Freshteam 

The Freshteam HR software helps rapidly growing companies hire and onboard superstars. Plus, it comes with time off management and record keeping capabilities - all in one software. In the hiring phase, Freshteam integrates with video interview tools like Skype and Google Rooms to make video interviews seamless. The hiring panel can interview candidates and leave their feedback directly on the ATS as comments and rating for the other stakeholders.