It surprises me each time I hear of a recruiter or hiring manager who has yet to give video interviewing a chance within their interview process. One of the comments that I have heard in the past from a recruiter is that video interviewing is a short cut around “real recruiting.”
This causes me to wonder how other recruiters and hiring managers view video interviewing – as a luxury or a useful hiring tool? Overall, I believe video interviews to be both luxury and a hiring revolution.
Video Interviewing – a Luxury?
In some ways, I can understand how video interviewing could be considered a luxury to veteran recruiters. Much like social media, video interviewing allows a recruiter or hiring manager the ease of connecting with candidates.
Today, flexible working hours and location are luxuries that we rarely saw in work spaces 10 years ago. Video interviewing enables us to more easily foster a flexible work environment for not only the recruiter or hiring manager but also for the candidate.
So, is video interviewing indeed a luxury, making the life of a recruiter or hiring manager simpler? Can someone recruit without using video interviewing? Of course!
However, the next thing to consider is how successful a recruiter can be in today’s world without embracing this technology?
Video Interviewing – a Hiring Revolution?
While video interviewing can be a luxury, there is no denying that it is an extremely useful tool in today’s interview process.
Video interviewing allows us to conduct more in-depth screens with candidates without missing out on the face-to-face value similar to what an in-person interview provides.
If I am traveling or out of the office, I am no longer limited to unreliable phone conversations or scheduling limitations that require me to be physically in the office. Now, as long as I have internet connection in addition to my computer, tablet, or smart phone, I am able to thoroughly interview candidates while also being able to provide a more personal feeling to the interview through video.
Video allows me the flexible schedule that I need (and my candidates need) in order to see and speak with the best talent regardless of location.
In addition, incorporating video into my interview process has allowed me the ability to efficiently and thoroughly interview candidates who are not in my local area. As a recruiter on a budget, travel expenses can become quite cumbersome. When searching for the best talent for my clients, I pride myself on my ability to build strong relationships with my candidates and to comprehensively provide a full assessment of a candidate to my client. I have found that video is much more helpful in this area versus phone conversation alone.
With video, not only am I able to hear a candidate’s hesitation, passion, or excitement during an interview, but I am also able to see the candidate’s expressions. Being able to see how a candidate behaves during an interview provides much more insight and allows me to better read a candidate’s true interest and excitement in the available position.
What’s your take on video interviews – are they simply a luxury or do you also find them to be an important recruiting tool? Please share your thoughts in the comments below.