Article by Rupert Sellers
Is Video interviewing engaging or impersonal?
Of course, nothing beats a face-to-face interview for a candidate – and in most cases, that is the only way a candidate is actually going to get hired.
Unfortunately for the applicants, it is simply not practical for recruiters/hiring managers to meet everyone. It’s inevitable therefore that some will consider video to be an impersonal recruitment tool. But let’s consider the alternatives…
Many recruiters are tasked with processing hundreds of job applications which arrive via a plethora of job boards, so how does a recruiter handle this process effectively?
Selecting candidates based on keywords – Is that the solution?
Applicant Tracking Systems (ATS) claim they have the answer by sifting CVs on keywords. But many candidates these days are savvy enough to know that they can avoid elimination by adding keywords from the job description to their CV.
Sadly, there are many strong but less active candidates who don’t tweak their CVs to satisfy the computer (ATS) – and they can be rejected before an actual human even gets to read their CV!
I am not suggesting that the solution is for every single applicant to take a video interview. The review process would be far too time consuming for the recruiter.
Don’t overlook the MAYBE candidates!
But consider this… When a recruiter spends 10 seconds reviewing each resume, there are essentially 3 possible outcomes to this screening: YES, MAYBE and NO.
Typically, around 80% of the applications are going to be ‘NO’ due to lack of experience, qualifications etc. The YES resumes at this initial stage of the recruitment process might only amount to around 5% of the total and these candidates will progress to the next stage and are likely to be interviewed.
But what about the MAYBE’s? The ‘not sure’ ones where the CV doesn’t reveal enough about the candidate to know whether or not he/she should be included in the selection.
Video saves times and gives candidates the chance to showcase themselves to employers
This is where video interviews work particularly well and give candidates the opportunity to showcase themselves and provide insight to the recruiter/employer that their two-dimensional text CV can’t show.
The asynchronous format (ie one-way, pre-recorded video) is the best way to save time as live video or phone screening often takes too long when there are lots of candidates to process.
So… video interviewing might seem ‘impersonal’, but it gives candidates a much better chance to be considered and progress to a face-to-face interview than relying on a computer to pick out matching keywords.
Receiving an automated ‘regret’ letter due to non-matching keywords – that’s impersonal.