Among the vast majority of our clients, one-way video interviews have completely replaced phone screens and has heightened their ability to screen for top candidates for their organizations. Below we list the three top reasons why our clients believe video interviews trump phone screens.

How Video Interviews Trump Phone Screens:

1. Screen Faster

Initially, phone screening may seem like the quickest and easiest way to vet applicants. But on the contrary, a hiring manager can spend the better part of the workday calling up a long list of applicants. Some calls can run longer than anticipated and scheduling delays are inevitable. With one-way video interviews, recruiters simply send candidates the one-way video interview template with the recruiter’s prerequisite questions. Candidates record their responses via the prompted video format and submit their interview back to the recruiter. With one-way video interviews, questions are identical, with no diversion from scripted questions, nor the risk of veering off topic with unrelated, over-the-phone anecdotes.

The ease of sending and reviewing video interviews enable recruiters to expedite the screening process in two major ways. First, recruiters are can review interview responses at their choosing- either all at once to compare candidate responses or as they are submitted. Second, one-way video interviews add much more to the candidate’s arsenal: it’s not just the words that are being said, it’s the tone and the facial expressions that can help convey the candidate’s communication skills, personality and cultural fit. The amount of information gleaned in a one-way video interview helps recruiters screen faster because like an in-person interview, the recruiter knows within the first couple of minutes whether or not the candidate is the right person for the job.

2. Better Communication

One of the major woes in phone screening is the dragged out email tag trying to scheduling a time that is mutually beneficial for the recruiter and the candidate to talk on the phone. The magic in one-way video interviews? No scheduling required. Recruiters can either integrate digital interviews into their ATS to automatically send candidates one-way video interview questions the moment the candidates apply for the position or recruiters can simply email the candidate their one-way video interview questions. One-way video interviews strengthen communication channels between recruiters and candidates to create a faster and streamlined screening process.

3. Better Candidate Experience

In line better communication and a faster screening process, one-way video interviews trump phone screening because they are a better opportunity for candidates to sell themselves. Candidates are able to receive their interview questions a head of time so that they are answering with well thought out answers rather than spitting off the first thing that comes to their mind. If their passionate about the position and company, they are able to communicate their passion and show how they are the right fit culturally for the role and organization.

Conclusion

Digital recruitment platforms are integral to every company’s recruitment team. Phone calls have their place, but more and more they’re losing traction as a sustainable practice. One-way videos help recruitment teams create a faster screening process while identifying better quality candidates so that they are spending time with the right candidates as the proceed with the interviewing process. If you’re interested in seeing how RIVS can help you screen, request a free demonstration of video interviews here.

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