Video Job Interviews: Hiring Helper or Hindrance?

Have you ever participated in a video job interview? More companies than ever before are using this technology to recruit candidates.

HR staff and outside recruiters often screen candidates on video before sending the most promising ones on to the hiring manager for face-to-face interviews.

Sometimes these initial screenings are even set up as one-way interviews, where candidates submit a video of themselves responding to a given set of interview questions. These videos can give multiple stakeholders a first peek at candidates. Decision makers can then view, rate and discuss these candidates later (often on their own time without the need for any scheduled meetings).

And for companies that hire all over the country (and globe), video interviews in later stages of the recruitment process cut travel expenses and make the best-fitting candidates accessible regardless of geography.

Should you consider using video job interviews to hire people to work for you? When is it a Smart strategy, and when is it crucial to meet candidates face-to-face?

A thorough understanding of the pros and cons will help you make the right call in each recruiting scenario you may face as an employer.

The good: 6 video job interview advantages

No one will deny – there are quite a few perks associated with conducting video job interviews that benefit both companies and candidates.

1.      Cost savings

When geography is an obstacle, you can save a lot of money by interviewing people on video before paying to fly them out for face-to-face interviews. And if you think about soft costs, like the hiring manager’s time, there’s even more money saved.

2.      Speedy scheduling

Often, setting up a video conference is much faster than coordinating a face-to-face interview with multiple stakeholders. If you hire within a competitive talent market where scooping up quality candidates quickly is a crucial part of your strategy, video interviews can allow you to meet with top candidates early in the recruiting process. This can help to keep them interested in your company, despite being courted by other organizations.

      3. Effectiveness

By and large, a first interview conducted by video or in person provides you with a sufficient outcome. Often, it’s a great fit for first discussions, teaching you many of the same things you would learn in a first face-to-face meeting.

     4. Convenience and flexibility

Video conference interviews often address the common obstacles of time and place in the recruiting process. For example, say you’re interviewing passive candidate who’s working elsewhere. Remote video interviews allow these candidates to step out on their lunch break to speak with you without raising a red flag in front of their current manager - especially when you have several rounds of interviews, and it would be difficult for candidates to keep making excuses to leave work (e.g., doctor visits, home repairs, etc.). Doing at least one interview by video gives you a hiring advantage.

     5. Standardization

Self-recorded video interviews from candidates can help you standardize your interview process by allowing you to ask candidates the same set of questions. This adds fairness and ensures all candidates get exactly the same opportunity to prove themselves.

     6. Behind-the-scenes look

Video job interviews also give you something that you would never get hosting them in your office for a face-to-face meeting – the ability to see candidates in their element. Remember, candidates make choices (deliberately or not) about everything they hear and see on screen. If you get used to paying attention to this different set of details during video interviews, you can learn a lot.

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