In an ever-evolving talent market, your recruiting process has to adapt to each twist and turn. One moment you’re starving for applicants, searching for any hint a professional is breathing in the direction of passive candidacy, the next, you’re getting swamped with qualified applicants. To handle the roller coaster your recruiting tech stack must be flexible. And your secret weapon, no matter the market, is video interviewing. The tools and features of a highly-rated video interviewing platform allow you and your team to engage talent when applications are scarce, screen efficiently and autonomously, and improve collaboration with hiring stakeholders.
Streamlining candidate screening
Video interviewing platforms are built for efficient screening with a type of interview called a one-way video interview. This type of interview allows you to create a list of questions candidates respond to on video, selfie-style. You can even make the interview more conversational for candidates by pre-recording yourself or the team asking the interview questions to play before candidates answer. One-way video interviews deliver a consistent candidate experience and allow you to focus on assessment of those interviews when experiencing an applicant surplus, or reaching out to engage talent in an applicant drought.
Each candidate answer is recorded independently during a one-way video interview. This means you can skip to the most important questions first, even if they weren’t the first questions candidates answered. If a candidate’s answers don’t meet your standards, it is easy to move on to the next, without cutting the typical phone screen short. For many video interviewing users, this improves their screening efficiency 5-7x. And you’re not the only one to benefit from the autonomy of one-way video interviews. Candidates have the opportunity to record their interview anytime, anywhere they feel comfortable, so long as the interview is completed before your deadline.
Improve collaboration with stakeholders
Most video interviewing platforms enable not only one-way video interviews to be recorded, but also live video interviews. Not only are one-way video interviews reviewable by the recruiter, but candidate interviews can also be shared with other hiring stakeholders. This can even be done before a live video interview or an in-person interview with a shortlist of candidates for the interviewer to pick. With rating and comments available for every candidate video, your team can reach consensus as to the best candidates from this early stage.
Engage candidates with video
Another asset of video interviewing platforms is their video messaging features. This allows you to create one-to-one or one-to-many videos that are professionally branded, private, and customizable to each candidate, even when sending to many. In times of candidate drought, you can create videos to specific candidate personas, highlighting their experience, industry, or interests and elaborating on how they align with the role. During candidate surplus, include a video message in your auto-responder to an application. This puts a face to your name, helps personalize the process for candidates, and provides you with ample opportunity to explain how the process works moving forward.
Whether you’re overwhelmed by the number of candidates in your pipeline or hard at work to attract attention in a crowded employer market, video interviews help you improve screening, coordinate better hiring stakeholder collaboration, and personalize the candidate experience.