Video Interviews Increase Team Participation, Engagement And Transparency
Key benefits of video interviews and best practices
Posted on 04-18-2019, Read Time: Min
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Introduction
Video interviewing is one of the most exciting recruiting trends, providing considerable opportunity for the candidate experience including additional exposure to the company and their people. Considering the rapidly growing global and dispersed workforce, utilizing video as an additional communication tool in interviews increases collaboration and provides a tremendous opportunity for improving engagement and transparency.
Video interviews can be conducted either as a pre-recorded one-way communication, or as a live two-way conversation. In one-way video interviews the employer sends the candidate interview questions and the candidate records videos of them answering the question. Two-way video interviews expand upon this idea, cultivating a live discussion where both the employer and the candidate can interact with one another directly. Below I discuss some of the most important benefits of video interviews and best practices.
Video interviews can be conducted either as a pre-recorded one-way communication, or as a live two-way conversation. In one-way video interviews the employer sends the candidate interview questions and the candidate records videos of them answering the question. Two-way video interviews expand upon this idea, cultivating a live discussion where both the employer and the candidate can interact with one another directly. Below I discuss some of the most important benefits of video interviews and best practices.
Develop a Human Connection Early in the Process
When video is utilized, both parties are able to more effectively communicate and begin to develop a connection, which helps to determine if the job opportunity would be a good fit. The human interaction far surpasses the traditional written or oral communication.
Through video, the candidate gets to know the culture of the company and the personalities of the team including those who are working remotely or at a different location as the rest of the team. Video also reveals the physical office space and other intangible aspects of the organization. Maury Hanigan, founder and CEO of the recruitment and engagement firm Sparc explains “candidates would rather hear and see and perceive information than just read it, and compelling content is necessary to attract qualified candidates in this economy of full employment” (SHRM.org).
Through video, the candidate gets to know the culture of the company and the personalities of the team including those who are working remotely or at a different location as the rest of the team. Video also reveals the physical office space and other intangible aspects of the organization. Maury Hanigan, founder and CEO of the recruitment and engagement firm Sparc explains “candidates would rather hear and see and perceive information than just read it, and compelling content is necessary to attract qualified candidates in this economy of full employment” (SHRM.org).
Expand Participation and Team Engagement
Video allows more individuals to participate in the hiring process, have their voices heard and create a shared fate among the team. With video the candidate can be interviewed by multiple people back to back even if they’re in different locations, so that remote employees are not excluded from the dialogue. Furthermore, the videos can be shared after the interview to employees who did not participate directly. Video thus increases both engagement and transparency.
Given the team involvement up front with the recruiting process, there is a greater sense of responsibility and buy in from teammates to help onboard and support the successful new hire to get up and running on the team.
Given the team involvement up front with the recruiting process, there is a greater sense of responsibility and buy in from teammates to help onboard and support the successful new hire to get up and running on the team.
Develop a Strong Mutual Interest and Connection First
Providing travel and lodging for candidates to interview in person is costly and can become a burden on the candidate who is required to take additional time off from their current job prior to knowing if this is a viable job opportunity. Conducting these initial interviews using video reduces this cost for both the candidate and employer. In-person interviews should come after the candidate has already demonstrated promise, which can easily be accomplished through video.
In addition to the financial benefits, using video saves time by making screening candidates more efficient and speeding up the hiring process. Deloitte’s 2017 Global Human Capital Trends report stated that Hilton Hotels & Resorts cut its recruiting cycle from six weeks to five days after incorporating video into the interview process.
In addition to the financial benefits, using video saves time by making screening candidates more efficient and speeding up the hiring process. Deloitte’s 2017 Global Human Capital Trends report stated that Hilton Hotels & Resorts cut its recruiting cycle from six weeks to five days after incorporating video into the interview process.
Recommendations
Given the many benefits of video interviewing discussed in this article, I recommend the following as best practices:
- Standardize the process for both one-way and two-way video interviews.
- Use video to enhance the connection between candidate and potential employer.
- Utilize video interviews as a branding tool. Be mindful of background, lighting, sound quality and other elements of the environment.
- Use the right equipment. If sound and picture quality are weak, you could be doing yourself more harm than good. Padcaster offers many mobile video solutions, allowing you to record or livestream high quality video interviews using just your iPad or phone.
- Use one-way video interviews in moderation as you don’t want to deter potential applicants with too strenuous of an application process.
- Generally speaking, video should not be used as a replacement for the in-person interview, but rather a stepping stone leading up to it.
What’s Next?
As video is utilized more as an effective communication tool, we have the opportunity to look ahead to what else is possible.
Employer Branding and Job Posting Videos
There will be an increase in the number of employer branding videos created internally. DIY videos will continue to highlight company culture and showcase the day in the life of employees.
I anticipate an increase in video job postings replacing the old written text posting format. Creating job videos provides hiring managers and co-workers the opportunity to share their insight about the role and work environment. This helps personalize the role and brings the role to life.
I anticipate an increase in video job postings replacing the old written text posting format. Creating job videos provides hiring managers and co-workers the opportunity to share their insight about the role and work environment. This helps personalize the role and brings the role to life.
Artificial Intelligence
I also predict that artificial intelligence (AI) will become widely used as a tool to evaluate candidates. Video has the ability to standardize the interview process and reduce bias, and when AI and video work together bias can be eliminated altogether. Computers can also step in to help with hiring technical roles and evaluating candidate’s technical skills and knowledge. AI should not replace human interaction, but I do believe it can help supplement the recruiting process.
Conclusion
Given our rapidly changing global and dispersed workforce, when used appropriately, video is an incredibly effective communication tool for interviews. It enables greater participation across the company, provides candidates with greater visibility into the company sooner in the process, speeds up the interviewing processes and ultimately can accelerate the onboarding process as the successful hire has already developed relationships with key team members and has a greater understanding of company operations.
Additional Resources
Digital Video Upgrades the Hiring Experience
Virtual Interview Best Practices
Video Interviewing in 2018: Trends and Insights
Virtual Interview Best Practices
Video Interviewing in 2018: Trends and Insights
Author Bio
| Sharon Boner is Vice President of Human Resources and Training at Padcaster. Sharon Boner has extensive experience as a strategic human resources leader. Sharon is dedicated to increasing employee communication, engagement and productivity using mobile video technology. Sharon has held human resources leadership roles within high tech, real estate and retail including Whole Foods Market, where she supported the midwest region. Additionally, she has extensive experience working in change management and business consulting. Visit www.padcaster.com Connect Sharon Boner |
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