Video interviewing has generated quite a buzz over the past few years. Not all HR representatives and recruiters are sold on the idea yet, but the concept is catching on. HR.com surveyed 526 HR professionals in 2018 on their use of video interviewing and interviewing platforms. Over fifty percent reported they currently utilize video interviewing. Of those who do not, forty-five percent indicated they planned to in the future.
Many video interviewing platforms have popped up, touting many benefits of their services. In a nutshell:
It saves time. Video interviewing reduces the need to juggle schedules so multiple decision makers can speak with the candidate. It also helps to quickly screen candidates when there is a large pool of them.
It saves money. It alleviates the need to travel for preliminary interviews, saving money on travel costs.
It provides better tracking and organization. Video interviewing platforms have the capability to record potential candidates answering prescreening interview questions. Decision makers can access the recording as well as document their comments and opinions right within the platform. The information is available for all to view, saving time waiting for emails or return phone calls.
You get a better sense of the person. With video interviewing, you can gauge body language and communication style better than you can with a telephone interview.
It’s accessible. Most people have a camera on their laptops or phones, making the option readily accessible.
Using a video interview provider seems like a no-brainer, right? Not so. Only 29% of employers surveyed indicated they used a paid platform, and over half the employers who don’t leverage video interviewing have no plans to do so.
In our conversations with employers, we’ve heard very similar reasons for not adopting the practice of video interviewing. We believe it’s a great tool from which all employers can benefit, so we’re addressing those concerns here.
Isn’t Video Interviewing Discriminatory?
No, it’s not! In 2004 and 2010, the Equal Employment Opportunity Commission (EEOC) determined that video interviewing is not discriminatory. It’s no different than a telephone or face-to-face interview in the questions you’d ask or how you would determine if someone is a fit for the role. It is simply a tool to make the hiring process more efficient. If you have good policies in place to ensure that discrimination does not occur, then you’ll be fine.
I Can’t Convince My Higher-Ups to Utilize It
Money talks, so share the facts. In the 2018 HR.com survey, around 60% of companies using video interviewing platforms reduced both their time-to-hire and cost-per-hire. They also reported an average of 40% savings on hiring costs. (Those who used free services reported only 21% savings.)
What’s Wrong with Skype?
Skype serves as a great alternative when a face-to-face interview is not an option. It has limitations, however. Companies who use Skype or other free services for interviewing indicated that their experience is ‘average’ or ‘below average.’ Mostly, this is due to the lack of integration with current hiring tools.
On the other hand, companies who use paid interviewing services rated their experience as ‘good’ or ‘excellent. With paid video interviewing services, the interviewers can rate, track, and organize candidates. Some companies have integrated into their ATS for a more seamless process.
The Future of Video Interviewing
Video interviewing platform providers are anticipating growth over the next few years and planning accordingly. One way they will enhance services is through robust ‘assessment capabilities,’ which will enable algorithms to rate and categorize candidates. Another way is through ‘integration capabilities’ with a company’s other platforms. Some providers even see it taking the place of traditional ATS systems.
Whether or not that is the case, video interviewing is here to stay. It is a valuable and rich tool that can not only increase efficiency but also save time and money.