Recently, I reluctantly tried video interviewing for campus recruiting and found it to be a fabulous success that exceeded expectations. However, when the concept was initially presented there was a healthy dose of skepticism. It was one of those rare occasions when you communicate to your team that the trial is not really optional. Since then we’ve also been using it outside campus recruiting, primarily when the demographic is millennials or Gen Y and the applicant volume is high. Like most people, I initially stuck my nose up at the idea of losing the personal touch of a two-way conversation, but these brief interviews reveal so much about candidates.
Our skeptics have quickly become converts. This fall alone, we’ve screened three times as many people in about 80 percent of the previous time commitment. I would never have believed it if I had not tried it. The technology still has its faults, but I certainly think it’s headed in the right direction (I’m pushing our vendor to develop more functionality).
Typically the format for one-way (asynchronous) video interviews goes something like this: after screening a resume, you send out an email invitation to a candidate to participate in a video interview. The email contains a hyperlink which takes them to a website where they view pre-recorded short video clips of people asking interview questions. After each clip, candidates have a pre-determined (and brief) amount of time to think about the question, after which their webcam automatically begins recording their answers which are then saved for your viewing. Typically there are no re-takes.
Here are 10 positives: keep reading…