one way video interview

How one way video interview impacts the recruitment process

Attracting the greatest personnel in today’s job market is becoming more and more difficult. Companies need to develop their employer brand and be able to give an amazing candidate experience. To do this, they must take a step back, examine their hiring strategy, and modernize the procedures. In order to successfully fill numerous positions at once with the best prospects, recruiters must also cultivate and interact with a talent network, present their organization as an appealing future employer, and work on a variety of other fronts. If you don’t have the correct plan and the right tools, you’re quick to get overwhelmed. 

There are situations when hiring managers and recruiters are unable to meet with candidates in person. From COVID-19 safety protocols to long-distance or international work, when there are different time zones involved, one way video interviews can absolutely make some phases of the hiring process easier for all parties. For onboarding and training, video is already employed. Currently, it’s infiltrating the interviewing process, especially through one-way video interviews.

What are one way video interviews?

One way video interviews, sometimes referred to as asynchronous video interviews, eliminate the requirement for candidates to respond to questions or show up to interviews in person. Job searchers can record a one-way interview in which they only respond to a set of questions, then send it to the recruiter. Later, hiring managers will review and evaluate the responses. They do not demand a real-time conversation during a video conference like Skype or Zoom.

Read More: What is a one way video interview?

How one way video interviews impact the interviewing process?

Let’s take a look how one way video interviews are impacting the interviewing process:

1. Cut costs 

Both the recruiter and the candidate can afford one way video interviews. Only recording equipment, a free video editor, and sharing capabilities are needed for job applicants. Sometimes those tools are already provided within the hiring process. To evaluate one way video interviews, recruiters can put together a cost-effective online team if they take advantage of tools like free web conferencing. One-way video interviews also save candidates and recruiters money on travel expenses. In this route, both parties can avoid extra costs, such as gas, public transport fare, or babysitters.

2. Minimize scheduling conflicts

Additionally, this is not a simple task for the candidate. To make it to the screening interview, individuals frequently need to take time off work and even travel. Candidate screening using pre-recorded video interviews will provide you with all the information you need without unduly bothering candidates, who in turn will answer your questions at their own pace and comfort. This way, everyone can prevent scheduling conflicts.

3. Increases efficiency and saves valuable time 

The traditional first rounds of screening typically take the longest. However, by incorporating a one way video interview into the application process, recruiters can get past this, speed up, and streamline the procedure. To keep ahead of the competition and strengthen the employer brand, this will offer recruiters the information they need to make the initial hiring decisions and respond quickly to all applicants.

Including turnaround time, a face-to-face interview lasts an average of 45 to 90 minutes. In the same length of time as one face-to-face interview, up to 10 candidates can be evaluated via one way video interviews. A process-integrating question might be included, and if the applicant fails it, they aren’t qualified for that particular position. With video responses, interviewers can move on to the next prospect more quickly and effectively.

4. Makes the process more unbiased

Because they happen to have a good relationship during in-person contact, interviewers may occasionally perceive candidates more favorably. However, interviewers can be completely ignorant of this. The selection committee can evaluate interview performance using one-way interviews without relying on social cues like small conversations during the welcoming phase. This will improve objectivity and make the process appear as though it is evaluating the candidate’s suitability in light of specific requirements.

5. Creates a more accurate and uniform candidate screening process.

Because recruiters have more knowledge about the candidates, pre-recorded video interviews offer a better first-round screening. Utilizing a systematic interviewing process enables you to evaluate applicants equitably and across a range of criteria, including what they say and how they say it (body language, facial expressions, etc). Because you can compare candidate responses side by side, you can also use this to make data-driven judgments. With one way video interview software, you may assess candidates based on their talents as well as their CV (knowledge and experience). This approach allows you to screen more candidates than screen calls because it takes less time to screen each candidate.

6. Convenient for hiring managers and candidates

Both recruiters and job seekers find one-way interviews to be convenient. Candidates have the freedom to make video responses at a time and at a location of their choosing. They may unwind in their surroundings, record a day that works for them, and have the best chance to convey their genuine, at-ease nature. There are instances when hiring managers have limited time. Recruiters are free to watch the video interview whenever they want and to replay it as much as necessary.

Conclusion

When properly used, one-way video interviews can be incredibly beneficial to both job seekers and recruiters. With a one-way video interview, you can reduce the anxiety associated with hiring for all parties involved!

Also read: What is a virtual interview?