Video Interviews: Tips for Employers
The interviewing process includes several steps, including going through resumes, calling candidates, and conducting in-person interviews or skill assessments. Going through all these steps with multiple applicants takes a lot of time. Most of the time you are repeating the same steps with all shortlisted candidates. This is where a video interviewing process can be useful. Instead of calling 10 applicants and asking them the same questions, you can use video interviewing software to save time. We will be discussing different types of video interviews and their benefits:
What is Video Interviews?
Video interviewing consists of using online software to ask questions to applicants and record their answers for reviews and ratings. There are two common ways that most hiring managers conduct video interviews. First, there are recorded video interviewing platforms like Ducknowl, Sparkhire, and WePow. Second, there are live video calling systems like Zoom, Webex, and Skype. These videos can be conducted through one-way or two-way interviews:
One-Way Video Interviews
One-way video interviews involve sending the same pre-chosen questions to all candidates. Candidates receive the invitation and record their answers for each question. Typically, you can set a time limit for each question. For example, with Ducknowl, you can choose to limit the answer time for the candidate to two minutes for a specific question. Once candidates record their answers, recruiters will be notified of the interview completion. Afterward, they can view the responses at their convenience at a time of their choosing. They also will be able to share all responses with hiring managers and other members of their team for feedback.
Two-Way Video Interviews
A two-way video interview is a live interview using a video calling application such as Skype, Zoom, or Webex where the recruiter/hiring manager and candidate both join live. Interviewers come prepared with a list of questions as the candidate and may record the interview to review later or to share with other members of their team.
Benefits of Video Interviewing:
This is the biggest benefit when utilizing video interviews in your hiring process. It saves you time if you are using it to replace the phone interviews or in-person interviews. For phone interviews, recruiters spend a lot of time trying to coordinate a mutual time and date that works for them and their candidate, and often have to deal with last-minute scheduling conflicts. They spend time preparing and repeating the same questions with each candidate. For in-person interviews, the recruiter has to set aside time for each candidate’s visit. Not only does the interview itself take a substantial amount of time to conduct, but recruiters often dedicate extra time to make their experience pleasant by welcoming the candidate, offering refreshments, and escorting them around the office. All these activities require a tremendous amount of time and energy. With one-way video interviews, all you have to do is customize the interview questions and send invitations to all applicants. Candidates will then record their answers at their own convenience and you can review the response whenever you have time.
Give more insight:
A phone interview does not give you enough insight into a candidate’s soft skills. You are talking with the candidate on the phone, you can only hear their voice but can’t see their body language or facial expressions. Video interviewing allows the recruiter to get a glance at the candidate’s personality which is very important to accurately understand when making hiring decisions.
Create a Uniform Interviewing Process:
Employers can ensure that recruiters are utilizing the same interview process with all applicants for all jobs. With video interviewing, all candidates are asked the same questions, given the same amount of response time, and are reviewed by the same team. With Ducknowl, recruiters get a dashboard where they can compare all candidates and their video responses. Video interviewing helps you to develop a standard company-wide interviewing process.
Effectively sharing results of a phone interview is not an easy task. Recruiters have to multitask and take notes during the interview to discuss with hiring managers at a later time. Not only is that time consuming, but oftentimes hiring managers to miss out on important pieces of information about candidates. All of this is avoided with video interviewing. Video interviewing platforms contain tools that allow recruiters to easily share interview responses with hiring managers and other members of their team via email. Hiring managers can quickly view responses from their web browser and include comments and ratings for each candidate.
Video interviewing tools record all data digitally, you can log in to a dashboard to see all applicants and their resumes with ratings. There is not much room for personal biases, you are asking the same set of questions and rating each of them on the same parameters. With a traditional phone or in-person interview, there are more chances of bias by recruiters since recruiters are just taking notes. When the interview is digital, the bias is minimized.
Applicant tracking systems, online job boards, and social media have all revolutionized the traditional hiring process, improving the efficiency of