The Impact of Video in the Recruitment Process

October 24, 2017 — Leave a comment

Article by Rupert Sellers

Telegraph film - female candidate on iPad 2

Using video as part of the recruitment process: Engaging or impersonal?

For candidates, nothing beats a face-to-face interview – and in most cases, that is the only way they are actually going to get hired.

But, in reality, it’s simply not practical for recruiters/hiring managers to meet everyone. It’s inevitable therefore that some candidates 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 CV keywords – Is that the solution?

Applicant Tracking Systems (ATS) function by sifting CVs on keywords. But many candidates these days are savvy enough to know that they can avoid elimination by copying 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!

This is where a recorded video can improve the process and provide insight beyond just words on a CV – Particularly helpful for customer service roles where personality and communication skills may be more important than qualifications.

Video provides more insight to pre-screen candidates than a CV

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 works particularly well and gives candidates the opportunity to showcase themselves, demonstrate their soft skills 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.

More engaging

Video interviewing might seem ‘impersonal’ to some, 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.

Rupert Sellers

Posts Twitter Facebook Google+

I spent most of my career in luxury hotel management which included senior roles with Ritz-Carlton and Four seasons, before specialising in recruitment 12 years ago. In 2012, I launched Compact Interview which enables employers to screen candidates directly with customised video interviews. Our privately held company is based in Shoreditch, London.

No Comments

Be the first to start the conversation.

Leave a Reply

Text formatting is available via select HTML.

<a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong> 

*