As more companies embrace a globalized workforce, many are seeing video interviewing as a cost-effective and convenient part of the recruitment process. It makes sense. Instead of only pursuing candidates who can physically come into an office, you can use video to reach out to a wider range of applicants early in the process. In fact, the TalentBoard found that, of the 130,000 candidates surveyed overall, more than 25,000 made it to the interview screening stage and 12.9 percent were interviewed at least in part via video (recorded and/or live).
And, unlike a phone interview, video interviews allow interviewers to see nonverbal gestures and gauge responses that may indicate attitude and a level of interest. So, while video cannot replace face-to-face meetings, they do provide a more personal experience than written or verbal-only communications.
PricewaterhouseCoopers (PwC) hires around 11,000 new employees from colleges every year. The company uses video interviews for both entry level and experienced applicants. Video interviewing provides candidates with more flexibility and offers a better experience than phone interviews. When candidates finally come into the office, PwC can use that time to sell the culture and fit of the firm rather than engaging in traditional interview processes.
The problem is, video…