Recruiting

It started with tech companies but is becoming more and more popular by the day by all kinds of employers and recruiters. Why? Because it works. You have the opportunity to replay and review the interviews you conduct with just a few clicks of a button.

But can it ever replace face-to-face interviews? Is it merely just a screening tool? We ask our diverse group of panelists to discuss how viable of an option video interviewing is.

Adam Glassman 

Yes, most candidates have gotten over the fear of video interviewing, thanks to social apps like Facetime, Skype, and general video phone calls with friends. Companies have to ask three questions: 1) Is this right for my candidate audience?  2) Does this actually provide an advantage to my recruiters?   3) At what point in the process would we deploy this?   Those answers will vary based on the company.

Adam Glassman, Recruitment Strategies Manager, Alorica

 

Bryan Chaney 

Video has always been a viable option for those that can access and understand the medium. Whether showcasing a culture or job experience on video to attract potential hires, or using video to ask and answer questions in the hiring process, video takes us one step closer to the face-to-face human experience. We use our senses to make judgment decisions (sight, sound, taste, touch, even smell) and the more senses we can leverage, the better the odds that we’re making a good decision. I’m just waiting on smell-o-vision enhanced Virtual Reality goggles.

Bryan Chaney, Director of Employer Brand, Indeed

Nathan Perrott 

I think it depends on the employer, sector and job type, but in short, video recruiting is a more viable option for most. But mainly as a screening tool. I don’t think you can ever replace human face to face interviewing. There are issues with conscious and unconscious bias that video interviewing can help with too. Generations Y & Z will be more comfortable with this method, so for future talent / early careers campaigns it’s usually very effective. Video is also an essential attraction tool given how engaged users are with video nowadays.

Nathan Perrott, Director of Digital Marketing Strategy, AIA Worldwide

Hung Lee 

Use of video in recruiting must already be considered mainstream. We use video technology to communicate in real time and increasingly asynchronous video to conduct first stage assessments on candidates. Some of the more advanced businesses are now building AI into video interviewing platforms, helping companies validate candidate responses and – perhaps – pick up patterns on what type of response/responder produces the best outcomes. There are legal and ethical challenges ahead for these technologies.

Hung Lee, CEO, WorkShape.io

Chris Russell 

Yes, it is for most higher level roles. It still may not be great for entry level jobs because those candidates are less likely to want to appear on video. At least that was my experience during my recruiting career.

Chris Russell, Managing Director, RecTech Media

Cheryl Cran

Video and mobile are major with many candidates – mobile will be the main form of technology in the next few years – Recruiters need to be using video to attract talent, videos that show workplace culture, videos that show the leadership styles and the benefits of the company.

Cheryl Cran, CEO & Future of Work Expert, Synthesis at Work Inc

Jonathan Kestenbaum 

Video interviewing is a very commoditized space. However, it definitely does save time and money when interviewing candidates. I anticipate you will see a number of video interviewing technologies adding to their tech stack and building Candidate Relationship Management platforms.

Jonathan Kestenbaum, Executive Director, Talent Tech Labs

 

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