Josh TolanMyths can be dangerous. They spread like wildfire, without a shred of evidence behind them, and they incorrectly influence our beliefs. In fact, myths sometimes make you act irrationally. Unfortunately, myths exist even in the hiring process.
Take video interviews, for example. Our latest research with HR.com revealed 52 percent of organizations now use video interviews to better assess talent. But misconceptions about the tool continue, preventing hiring professionals from getting the most out of video interviews.
By learning the truth about video interviews, you make better decisions about how to structure your hiring process. This enables you to spot the best talent and quickly offer them a job. Here are six myths about video interviews it’s time to dispel:
Myth #1: Video interviews are always live.
It’s true, live video interviews are the most common form used in talent screening processes (making up 94 percent of video interview users according to our research), but there are other valuable video interview options. Each plays a unique part in the overall hiring process.
For example, during one-way video interviews, candidates are presented a list of questions to privately record their answers before submitting to you. They work best as an early candidate screen in place of a phone interview so you can quickly and efficiently narrow your focus to the best candidates.
Myth #2: Traditional video chat platforms work the same way.
Skype, FaceTime, Google Hangouts, and other video chat services were created to enable you to see your friends and family members’ faces when you call to catch up. They weren’t designed with hiring in mind. Yet 36 percent of video interview users in our survey said they don’t have a dedicated platform because Skype is ‘enough.’ In reality, trying to use services like Skype to conduct job interviews is like trying to use a Phillips-head screwdriver when you need a flat head.
Platforms that are dedicated to interviewing make evaluating whether candidates meet all your hiring needs easier and ensure more effective results. Furthermore, dedicated platforms allow you to customize the look of your video interviews so they align with your company’s brand, enhancing the candidate experience.
Myth #3: Video interviews pose a higher risk of connectivity issues.
Many video chat platforms are notorious for dropping calls, but that doesn’t mean the same issues arise when you use a dedicated platform. Even still, there is an excellent defining feature that sets a dedicated platform apart in regards to tech glitches: video interview platforms offer 24/7 customer support that helps negate and resolve technical issues.
With Spark Hire, both you and your candidate can check your connections before the interview with the assistance of a concierge service. This ensures when it’s time for the actual interview, everything goes off without a hitch.
This sense of security and support improves dedicated video interview users’ satisfaction. In fact, our research found 31 percent of dedicated platform users describe their experience as excellent. Comparatively, only 5 percent of Skype user give such high praise.
Myth #4: Video interviews are only beneficial for candidates who live out of town.
Live video interviews spare you hiring costs when considering candidates who live far away. But video interviews are useful when evaluating all candidates. One-way video interviews, for instance, let you review more candidates in less time.
Our research revealed 62 percent of video interview users said video interviews helped them improve time-to-hire. Consider how one-way video interviews save time. There’s no time wasted scheduling phone calls or initial in-person meetings. You can review a candidate in roughly 15 minutes and then quickly decide whether or not to move them to the next step.
Myth #5: Candidates won’t like video interviews because they’re impersonal.
You can’t definitively say your candidates won’t like video interviews unless you try the process and gather data from their experience. And, in reality, data proves most candidates love video interviews. In fact, 62 percent of respondents in our survey said candidates were happy with the technology.
Video interviews are actually more personal than other traditional screens. Resumes, applications, and phone interviews don’t put a face to the name. Video interviews show candidates you’re seeing them as a person, not as a list of skills and experiences.
Myth #6: Video interviews are only useful for evaluating candidates.
It’s hard to rationalize buying a hiring tool if it only does one thing. But video interview platforms have additional features that assist with other aspects of the hiring process.
Dedicated platforms come equipped with interview scheduling tools, employer branding features, the ability to track hiring metrics, and collaboration tools, meaning you can do more with fewer tools. This makes the hiring process run more smoothly and with much less stress.
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