Video Interviewing

What is Video Interviewing?

Video interviewing is a modern hiring practice. It uses video technology to connect recruiters and job candidates. It lets a business screen and talk to people without a face-to-face meeting. There are two main types. Live interviews are done in real time, like a video call. On-demand interviews let a person record their answers to a set of questions. This method has become very popular. It helps companies reach a wider group of talent. It also saves time and money for both the company and the job seeker. The use of video is a major change in how companies build a winning team. This is especially true for remote jobs.

Using video for interviews shows a company is modern and flexible. It can make the hiring process faster and more effective. Video interviews can be a good way to see a person's communication skills and personality early on. It also helps with the candidate experience by making the process more flexible. Forbes notes that video interviews are now a normal part of the hiring process for many companies. This is true for all types of industries and job levels. It has helped change how people get jobs and how companies find talent.

Key Aspects of Video Interviewing

The key aspects of a successful video interview are a candidate's preparation and presentation. This includes ensuring a quiet, well-lit space with a neutral background, having reliable technology and a strong internet connection, and being professionally dressed. Non-verbal cues like maintaining eye contact with the camera and using positive body language are also crucial for demonstrating engagement and professionalism, much like in a traditional interview.

Types of Video Interviews:

There are two main types. Live interviews are done in real time, like a video call. On-demand interviews allow candidates to record their answers at any time.

Time and Cost Savings:

Video interviews cut down on travel costs for both the company and the candidate. They also let recruiters screen more people in less time.

Wider Talent Pool:

This method lets companies hire from anywhere in the world. They are no longer limited by where a person lives. This is important for a diverse hiring process.

Flexibility:

People can often record interviews on their own schedule. This is a big help for people who are already working or have other duties.

Better Screening:

Recruiters can re-watch and share recorded interviews. This helps the hiring team make better decisions.

Video Interviews vs. Traditional Interviews

Video interviews offer several advantages over traditional in-person interviews, including greater speed, flexibility, and cost-efficiency for both candidates and companies. They eliminate geographical barriers, allowing a wider pool of talent to be considered. However, traditional interviews can still offer a more tangible opportunity to build rapport and assess a candidate's interpersonal skills in a shared physical space.

Best Practices for Video Interviewing

To excel in a video interview, it's essential to prepare thoroughly. This involves testing your technology (camera, microphone, and internet connection) beforehand, setting up a professional background, and practicing your answers to common interview questions. You should also treat the interview with the same level of seriousness as a traditional one: arrive on time in the virtual waiting room, maintain good posture, and actively listen and engage throughout the conversation.

Use Good Technology:

Use a reliable video platform. It should be easy for both the recruiter and the candidate to use. Test the software before the interview. This will help you avoid problems with the call quality. You can use an Applicant Tracking System that includes video tools.

Train Your Team:

Interviewers should be trained on how to conduct a good video interview. They should know how to use the technology. They should also know how to make the candidate feel welcome and comfortable. This is a key part of creating a positive experience. SHRM.org suggests that training helps ensure all interviews are fair and consistent.

Provide Clear Instructions:

Give candidates clear and easy instructions before the interview. Tell them what platform to use and how to prepare. This helps to reduce stress for the candidate. It also makes for a smoother process. This clear communication is a core part of a good communication strategy.

Create a Fair Process:

To avoid bias, all candidates should be asked the same questions. This is true for both live and on-demand interviews. This helps to make sure that all people are judged fairly based on their skills and answers. A fair process is key to a good company brand.

Be Prepared and On Time:

Just like a normal interview, recruiters should be ready for the call. They should be on time and have a copy of the person's resume. This shows respect for the person's time and makes the company look professional.

Pitfalls to Avoid

Common pitfalls in video interviews often revolve around technical issues and a lack of preparation. These include poor lighting or a distracting background, unstable internet connections, and notification sounds from other devices. Another common mistake is treating the interview too casually by not dressing professionally or failing to maintain focus and eye contact with the camera.

Technical Issues:

A bad internet connection or faulty software can ruin an interview. This can create a bad image of the company. It can also make a candidate feel frustrated.

Lack of Personal Touch:

Relying only on on-demand interviews can feel impersonal. It is important to have a mix of video and human contact. This helps to build a real connection with a candidate.

Not Setting a Good Scene:

The background of the video call matters. An unprofessional or messy background can be a turn-off. Interviewers should have a clean, quiet space to do the call.

Poor Candidate Experience:

Not giving clear instructions or ignoring follow-up emails is a mistake. A poor video interview experience can harm your employer's branding.

Unfair Judging:

Judging a person on their video skills instead of their job skills is a pitfall. An interviewer must focus on the person's answers and skills, not on how they look on camera.

Industry Applications and Examples

Video interviewing is widely used across various industries, from technology and finance to healthcare and education. Its primary benefits include streamlining the hiring process, reducing time-to-hire, and significantly cutting down on travel costs for both the employer and candidate. This flexibility and efficiency make it an indispensable tool for modern talent acquisition, particularly for high-volume positions.

Technology Industry:

Suppose a tech company wants to hire a software engineer from another country. They use live video interviews for the first few rounds of talks. This lets them quickly screen people from far away. Later, a final interview may be in person. This is a great way to use video for a remote workforce.

Retail:

Assume a large retail company needs to hire new store managers in different states. They use an on-demand video platform. Candidates can record their answers at their own time. This helps the hiring manager screen many people quickly before setting up a final in-person meeting.

Healthcare:

Imagine a hospital needs to hire a new nurse. They use video interviews for the first round of talks. This helps them learn about the person's personality and communication skills. It is also a safe way to screen candidates. This is an important way to make the hiring process better for the healthcare sector.

Video Interviewing Process

The video interviewing process typically begins with a screening stage, which may involve a pre-recorded interview. If the candidate is a good fit, they will then proceed to a live video interview with a recruiter or hiring manager. The process may involve multiple rounds, and the final stages could even include an in-person meeting, depending on the role and company policy.

Tool Selection:

First, a business must choose a video platform. They might use a simple video call app or a special HR software that records interviews. The right tool depends on the company's needs. Using the right kind of HR tech can save a lot of time.

Creating the Interview:

The hiring manager writes the questions for the video interview. For a live interview, these are a list of questions to ask. For an on-demand interview, they are the questions the candidate will record their answers to.

Sending the Invite:

The HR team sends an email to the candidate. It includes the date, time, and a link to the video call. For an on-demand interview it includes a link to the platform and a deadline.

Conducting the Interview:

The interview happens. The team follows their plan to be fair and respectful. The interviewer takes notes or the video is recorded for review.

Review and Feedback:

After the interview, the hiring team reviews the video. They discuss each person and decide who to move forward with. Then, they contact the person with an update.

Future Outlook and Trends

Video interviewing is a trend that is here to stay. We can expect to see more of it. One big trend is the use of AI. AI can analyze video interviews. It can check for keywords and even a person's tone of voice. This can help recruiters find the best people faster and more fairly. This type of tech is helping shape the future of HR.

Another trend is the use of new tools and software. We will see more systems that let you do live and on-demand interviews in one place. These tools will also connect to other HR systems, like an Applicant Tracking System. This makes the hiring process seamless.

Finally, the trend toward hybrid and remote work means video interviewing will be a standard tool. As more companies hire people from all over the world, video will be a main way to meet people. It will be a key part of how companies build their teams and grow their business.