Article by Rupert Sellers
What do employers and candidates want to achieve from an interview process?
Obviously, the right match. But both parties also want a fast process.
It’s fair to say that if a candidate was given the choice: Either being invited to a face-to-face interview or invited to record a video interview for an employer, they would probably opt for the face-to-face.
And so would I.
Unfortunately, it’s often not practical for an employer to meet all the applicants that have passed the initial CV sift, unless there is only a small handful in the selection. Each interview is likely to take about an hour if you factor in the scheduling time and preparation time.
By contrast, an employer can create a video interview, using their own questions, and then email the link to as many candidates as they like – and this process can take less than 5 minutes. The recruiter / hiring manager can then get on with other job tasks whilst the applicants record the interview in their own time. The recruiter is alerted every time a new video has been recorded which can be reviewed whenever convenient on a user-friendly dashboard.
Positive and negative reviews
I have read many articles about video interviewing, most of which are positive. But there are also stories that aren’t so favourable, such as a study last year by DeGroote School of Business in Canada, which featured in a CIPD article in March 2014. DeGroote claimed that using video conferencing for job interviews disadvantages both employers and candidates and that “video conference interviews are not equivalent to face-to-face interviews”.
Let’s put this in perspective. Of course, video interviews are not going to be on par with a face-to-face meeting. They’re not meant to be (and anyone who says you can simulate a face-to-face interview is wrong). Asynchronous (ie pre-recorded / one-way) video recordings should only be used for candidate screening purposes. And once the employer has reviewed all the videos and narrowed down the selection I would absolutely expect the next step to be in-person interviews.
Talking to myself on camera – Weird.
It’s easy to poke holes at the concept of a pre-recorded interview where you answer questions on video – and yes, talking to your mobile device or PC with webcam might seem strange. And some think video is impersonal. But it works and it’s a fast growing phenomenon. This medium is providing considerable value to the employer – and the candidate.
Thousands of candidates have been given the opportunity to showcase themselves on video to employers. In a traditional process, there is too much reliance on words in a CV and many are not given the chance to reveal who they really are. It’s easy for the employer to send an automated ‘regret’ email, but a lot of good talent gets overlooked.
Having been a recruiter for 14 years in the hospitality sector, I have interviewed many candidates who didn’t shine particularly well on paper but had oodles of personality / soft skills and were highly suitable for jobs. On the flip side, I have also interviewed hundreds of candidates who didn’t sparkle as their CVs had indicated.
So before making a judgment from academic studies about whether video interviewing is or isn’t for your organisation, try it and see for yourself how beneficial this tool is for a slick recruitment process. It’s fast and effective which is what both employers and candidates want.
As the CIPD video interviewing article concluded: “For now… the revolution continues unabated.”
You can sign up for a free trial here: www.compactinterview.com/sign-up. It takes 2 minutes and if you want any help we can assist you with creating your interview.