on demand video interview

What is an on-demand video interview?

On-demand video interviews have grown in popularity in recent years as employers look for more effective and adaptable methods of screening applicants. With a faster assessment process and fewer scheduling conflicts, this strategy has many advantages for both hiring teams and candidates.

A pre-recorded interview, commonly referred to as an on-demand interview, is a modern and innovative method of conducting job interviews. Candidates are given a set of predetermined questions, and they are required to record their responses on a video platform. On-demand interviews don’t entail live interactions with interviewers like traditional interviews do. Instead, candidates are free to finish the interview whenever it is most convenient for them within a set amount of time. Recruiters can review on-demand interviews as soon as candidates finish them. 

Why do companies use on-demand interviews?

On-demand interviews are popular among companies for a variety of compelling reasons, as they speed the hiring process and enhance candidate evaluation. The following are the main justifications why companies choose on-demand interviews:

1. Time Savings

Scheduled and coordinated live interviews with several candidates are no longer necessary with on-demand interviews. Candidates can receive interview invitations at once from a company, and they can record their responses whenever it’s convenient within a set time limit. Both candidates and recruiting teams benefit from enhanced time-saving measures.

2. Cost savings

Conducting on-demand interviews eliminates the need for live video interviews or in-person meetings, which might incur costs for travel and lodging. Employing video platforms for pre-recorded interviews enables businesses to lower the cost of the initial screening procedure.

3. Consistency and standardization

On-demand interviews enable fair evaluation of all candidates because of their consistency and standardization and use of pre-written questions. This uniformity makes it possible to compare candidates fairly and aids in determining who is the best match for the position.

4. Improved Candidate Experience

Candidates that participate in on-demand interviews have more time to prepare their answers, which lowers interview anxiety and gives them the chance to better present their abilities and qualifications.

5. Global Reach

Businesses can effectively evaluate applicants from various geographic places, making it simpler to recruit and evaluate talent from various backgrounds.

6. Enhanced Collaboration

On-demand interviews give the hiring team the ability to analyze and assess candidates’ responses simultaneously, encouraging group decision-making.

7. Reduced Bias

On-demand interviews can aid in reducing any biases in the initial screening process by utilizing standardized questions and anonymously grading responses.

8. Better Data Insights

Since recorded answers from on-demand interviews can be played back repeatedly, thorough evaluation and comparison of candidates’ performance is possible.

How does an on-demand video interview work?

On-demand video interviews are conducted with the help of a video platform which allows the candidates to answer and record the pre-set questions so this process involves the following steps:

1. Interview Questions by Recruiters

Recruiters generally set the questions according to the position they want to hire. Employers can evaluate candidates’ credentials, abilities, experience, and general fit for the job through the use of interview questions, which are an essential part of the hiring process. Good interview questions provide important details about a candidate’s skills, working style, capacity for problem-solving, and compatibility with the company’s culture and values.

For example, candidates are asked to give concrete instances from their prior experiences in behavioral questions to illustrate how they handled particular events, problems, or accomplishments. “Can you tell me about a time when you had to deal with a difficult team member and how you resolved the situation?” is one example of a question.

2. Sending invitations to candidates

When doing an on-demand video interview, the initial steps are invitation and access. Selected candidates are invited to participate in the interview via email as well as given the appropriate access to the interview platform during these processes.

An essential element in the on-demand video interview procedure is platform login. Candidates must log in to the designated interview platform after getting an invitation to participate in order to access and complete the interview.

An exclusive access link to the interview platform is included with the interview invitation. This connection is unique to each applicant and ensures that only those invited can attend the interview. Candidates could occasionally be asked to register for an account on the interview platform with their email address and a password of their choosing. Candidates can now safely log in and access the interview whenever it’s convenient for them.

3. Candidates start the interview

Typically, the on-demand video interview platform begins with an introduction that describes the interview process and guidelines. Candidates also get the chance to familiarize themselves with the process by doing a sample question.

4. Candidates record and submit the response

Candidates are given a list of pre-set interview questions as soon as they get access to the interview platform. One question at a time is presented. Before beginning to record their answer, candidates read the question. Candidates typically have a set amount of time for each question to record their responses. This time limit, which varies depending on how complicated the subject is, is intended to make sure that applicants give concise and well-focused answers.

5. Recruiters view the responses and share the results

Each candidate’s recorded responses to the pre-set interview questions are accessible to the recruiter. They can watch the videos and judge the applicants’ expertise, problem-solving capabilities, and general suitability for the job. The interviewer can make notes or evaluate each candidate’s performance using the tools offered by the interview platform as they see them respond. Additionally, they could rank candidates according to predetermined standards or give feedback for later consideration.

6. Final shortlisting is done

Based on the evaluation standards specified for the post, candidates are compared with one another. Finding people who most closely match the job’s needs and have the ability to thrive in the workplace is the objective.  The hiring team’s subjective judgment and the results of the objective assessments are combined to form the basis of the final shortlisting selections. Final shortlisted candidates advance to the next phase of the employment process. To make the best and most successful recruiting decision possible, you can now further evaluate and appraise your candidates.

Also, read: What is a one-way video interview?

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