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Like many roles in an organization, recruitment comes with pitfalls. Unlike other positions, recruitment has a weapon for overcoming those pitfalls: video interviews. Take a look at how video interviews can help recruiters and candidates avoid the pitfalls of recruitment.

How Video Interviews Can Save You From the Pitfalls of Recruiting:

Interviewing Pitfalls from the Recruiter’s Perspective

More than half of employers across the world’s largest economies have felt the negative effects of bad hires. Not the sort of bad hires that make meetings drag or lunches unbearable, but the ones that cause losses in profits, productivity, and morale. To find the right fit, you need a qualified (and sometimes large) pool of applicants. Interviews are the best way to figure out who belongs at your company, but most interviewing strategies are both time-consuming and lacking in consistency. No two in-person or over-the-phone interviews can be identical. While some may result in a great and charismatic interview, you may find little substance about their actual qualifications. The opposite could also be true: you’ll find someone who’s technically brilliant at his or her work, but utterly lacking in personality.

How Video Interviews Help

Video interviews can help recruiters cut time to hire and identify candidates who possess all of the qualities needed for the role earlier on in the hiring process. Many of our clients use video interviews as a screening tool before in-person interviews so that they are making sure they are only spending time with highly qualified applicants. Using video interviews to screen applicants has driven major results for the recruitment teams such as reducing average time spent reviewing resumes by 60% and reducing average time to fill a position by 56%*. Video interviews reveal candidate’s communication skills, social skills, cultural fit, technical skills and so much more that can help recruiters identify top candidates and push them through the interviewing process faster.

Interviewing Pitfalls From the Candidate’s Perspective

From the perspective of the candidate, interviews are stressful and time-consuming. In spite of how quickly organizations need to fill jobs, they still want to make sure they’re investing wisely and that’s why they make applicants jump through so many hoops. Yet, excessive interviewing is wearing on both the hiring teams and the candidates. A person works so hard to secure an interview and their future is determined by the impression they make in that sliver of time. But the longer organizations and job seekers spend interviewing, the more likely they are to lose faith in the process. Job candidates will obsess and stress over constant interviewing, losing sight of why they wanted to work their in the first place. Organizations will also suffer, with time lost to excessive interview schedules, hemming and hawing over post-interview notes, and in the long run, damaging the reputation of the company.

How Video Interviews Help

As we touched on above, video interviews allow recruiters to screen more candidates in less time, cutting down the interviewing time and minimizing the time in-between interviews where a candidate is left second guessing the role or loosing faith in the process. In addition, video interviews give candidates the ability to interview at any location or any time so that they don’t have to worry about taking off time to work to interview or investing in travel. In fact, 75% of candidates who participated in a RIVS survey feel that video interviews are a convenient way for them to interview.*

With video interviews, recruiters have standardized interview questions, so that there’s no room for deviation or bias. All candidates have to answer the same questions and give a fair and easy-to-compare account of their talents. Transparency is something often lacking in the interview process, but with video interviews suddenly it’s there- for both the candidate and recruiter. You know what to expect from the process and there’s much less potential to make a bad first impression. Everyone gets the same set of questions and the same amount of time, and once it’s done, you probably feel a slight sense of relief.

Conclusion

Video interviews help recruiters and candidates avoid the pitfalls of recruitment that put the excitement back into interviewing. If you would like to see how video interviews can help your organization, schedule a one on one time to talk to an account executive here.

*Information is based off of RIVS case studies and surveys. Please contact [email protected] if you would like to read the full case studies and survey results.

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