Video Interview Pro’s & Con’s

Video Interview
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We get a lot of questions about the effectiveness of video interviewing software, so in this post, we’re going to address the most common ones. We’re such big believers in video interviews that we made it a centrepiece of the recruitment process, but we know it’s not appropriate for every situation.

On average, 68% of candidates invited to interview through the I’m your new platform will respond, and this can increase to around 80% by taking one simple action, which we’ll go into later. Why not 100%? No recruitment process gets 100% engagement from candidates. The way we look at it, we’d prefer a candidate ignored your video interview invite than not show up to a face to face you’ve taken time out of your day to attend.

Why would I use video interviewing?

When we developed I’m your new, we aimed to help managers access more information to support their hiring decisions. Resumes are the basic building blocks of a job application, but they don’t tell you much. You need to see and hear the candidate to determine whether they’re suitable for your business. This being the case, you have a few options; 1) bring them in for a face to face interview, 2) arrange a live video call or 3) invite them to some form of one-way video interview. 

Face to face interviews can be time-consuming, and it’s not unusual to realise shortly after it starts that the candidate is not the right person, which is a waste of time for both parties. In summary, we elected to implement pre-recorded video interviews for the following reasons:

  • no scheduling is required so it’s convenient for both parties 
  • they work anywhere, anytime on any device 
  • you can send invites very quickly to keep candidates engaged 
  • candidates can prepare, practice and put their best foot forward
  • if a candidate doesn’t respond, it hasn’t caused significant disruption to the hiring manager 
  • if a candidate does respond, it demonstrates their willingness to take an extra step. 

See testimonials for more on these benefits. 

Is a video interview suitable for every role?

Whether a video interview is suitable for a particular role depends on the typical candidate profile. We’ve found that candidates will have no problems responding when they are interested in the role. Uptake is high even on roles that attract introverted or junior candidates, such as accountants or full-stack developers.

There are probably three scenarios we have come across where the use of video interviewing would need further consideration:

  1. If the role you’re hiring for is very senior, or you are searching for a very niche skillset in a small pool of candidates, we’d recommend face-to-face interviews. If, for example, you’re desperate to hire a senior developer whose skills are highly sought after, you’d probably skip many of the intermediate steps and go straight to meeting them in person.
  2. Video interviewing can be off-putting for older applicants who perhaps aren’t technology savvy. For example, a recent bookkeeping role attracted a mix of candidates ranging in experience from 2 to 20+ years and some of the older candidates did not respond to invites. This was easily fixed by calling them and inviting them to a face to face interview.
  3. Most people these days have a computer or device, email address and phone number; however, if the candidates you’re looking for don’t, video interviewing won’t be a good option. Also, consider whether using video interviews may inadvertently introduce hurdles for candidates with disabilities.

Candidates will have no problems responding when they are interested in the role.

Video interview software

How can I increase the uptake of video interviews?

As alluded to earlier, there’s one very simple action you can take to increase uptake and that’s to make a phone call. We’ve found that clients who call candidates and let them know their process can significantly increase response rates.

Calling candidates allows them to understand that technology isn’t there to filter them out; rather, it’s there to enable them to shine! If making calls to candidates is not something you have the resources for, talk to us about doing it for you. Another benefit of calling candidates is making other arrangements if they have any objection to video interviews.

One final point

Sometimes, our own biases can make us second guess what will and won’t work in the recruitment process. For example, a hiring manager may assume that, because they are not comfortable with video interviews, candidates won’t be either. 

The I’m your new video interview process puts candidates at ease by: 

  • Providing the questions upfront;
  • Giving them three days to respond, and;
  • Allow them to re-record their responses as often as they like until they are happy. 

There are lots of benefits to video interviews, but if you have any hesitation or nervousness, we recommend trying it out for yourself. You’ll see that it’s straightforward and nowhere near as intimidating as you might think. 


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