Employers and recruiters alike are using web-based job video interviews to screen candidates for employment or to make hiring decisions. While this is not new, it seems that many recruitment agencies are not keeping up with this trend. There are many great tools out there that help facilitate these interviews ranging from Skype, a generic video chat tool, to InterviewStream or HireVue products made specifically for employers and recruitment agencies.
As with many new technology trends, the use of these tools was at first most prevalent with the high-tech companies and those with large global hiring needs. Global recruiters and recruitment agency networks were also early adopters of the video interview concept. These tools allow hiring managers to view the video interview and create a short-list for fellow managers to offer feedback. The ability for each manager to see the same questions, presented identically and then responded to by each candidate, is a great leveler of the playing field. For the employer, video interviewing can save time and expenses, by reducing travel costs and the time for meetings and interview sessions. For recruiting agencies it can save much monotony and vast quantities of time.
Our global recruiter network has been searching for a new service provider in Australia, so I figured I would give the video interview a go. I used the InterviewStream product for RolePlays and it was quite simple, fairly intuitive and while not a huge time saver for me, it saved much time for the candidates and for those I wanted to engage in my selection process. I did a more typical phone screen followed by just 3 simple questions to each of my four finalists. Their answers were recorded and it allowed me to share these recordings with two Regional Directors that would otherwise just have to go with my best judgment. It also allowed me a second benchmark to follow-up on my initial phone screen. The results were not altered by the video addition, but it did offer me greater confidence in the decisions I had made.
If you are a global recruiter, I really don’t know why you wouldn’t experiment with the use of video. Those annoying 20-minute interruptions from potential candidates on the phone could go like this…”I’m interested in your abilities. I place candidates like you in good jobs frequently and would like to learn more about what makes you unique and able to be placed with my employers. Would you mind taking 10 minutes to provide me some background on you? I will send you a link and you can respond to my video-recorded questions with the specifics appropriate to you. Since the interview allows for you to redo any answer you feel you got started incorrectly, this allows you to put your best foot forward from the start. Once I have reviewed your responses, I can tell you if you are a good fit for my practice.” Positive for you and positive for the candidate. Since candidates will need to have better skills in this area in the years ahead, you are likely helping that candidate prepare for the way the world might work.
Tell me why you wouldn’t use video or what concerns you about the use of video by recruitment agencies?
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