Apple, Google, Tata Steel, IBM, Deloitte, KPMG, GE, Facebook, Twitter, Nissan and many more – indeed, almost 70%
of all companies – use video interviewing.
It helps slash time-to-hire and cost-to-hire. And it significantly raises quality-of-hire.
The world of recruiting is quickly adopting video interviewing to hire at all levels – from entry-level workers to experienced professionals. Video interviewing also helps you eliminate scheduling headaches, remove interview bias, bring consistency to your interview process, and increase candidate experience.
In its simplest sense, video interviewing uses video technology to conduct interviews remotely. There are two common ways to do this:
A pre-recorded session, in which the candidate records answers to a list of questions and submits to the recruiter. The recruiters and hiring managers then review those recordings at their convenience.
A live interview, in which there is a live two-way dialogue between the candidate and interviewer via webcam. So, this is like a traditional live interview, but conducted by video rather than in person.
- Asynchronous, standardized, agile, and scalable
Have candidates record their video answers to your questions. Gain insights into candidates quickly. With video interviews you can quickly size up candidates’ appearance, mannerisms and communication.
One-way video interviews are very convenient - candidates can record their interview at the time and place of their choosing, which can then be viewed by you anytime. This increases candidate experience and your productivity by a significant factor.
synchronous, structured, self-scheduled, and interactive
Two-way video interviews enable you to conduct face-to-face interviews without the hassle of scheduling or getting candidates to travel.
Panel video interviews enable you to either assemble a virtual panel of assessors for interviewing candidates, or you can get candidates into group discussions for observing their behaviour in group dynamics.