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How video can increase efficiency during the interview process

Video is unrelenting in its pursuit to dominate the marketing world. From a dynamic and ever-evolving method to strengthen brand recognition to augmenting conversion rates, this multi-sensory method is perfectly suited for the realities of marketing and advertising.
 

With that said, video isn’t meant solely for advertising. If your company has already vested the time and know-how into learning the ins and outs of producing video content, why not extend those skills to create greater efficiencies in all realms of your business?
 
Today we’re going to specifically address how video can augment the hiring process for human resources and team members looking to make the best decision when it comes time to fill a position. This covers every facet of a video interview, beyond just the interview itself. We’re also going to focus on some deep dive options to get the most out of video as a communications medium when hiring and try to get you thinking about how you can creatively and effectively use video in all facets of your day-to-day operations.
 
As we all know, to find and attract the best talent possible in a competitive market place, implementing a strategy like video in your hiring process may just be the edge you require to stand out and elevate your interviewees to perform their best. Here are some distinct strategies to work with as you explore the power of video interviewing:

Extend the Range of Interviews with Video

The first stop on our video escapade is the video interview itself. If you’re not already exploring video interviewing, you’re really missing out. Whether you want to extend the geographic range of talent you can attract to your company, save on travel costs for flying high-quality interviewees to meet with your company or simply make quick decisions about a variety of candidates, using video for interviewing purposes is a no-brainer. If you’re a traveling employee going from city to city, being able to expedite the process and arrange interviews on your own schedule is pivotal. Not only that, but with permission you can record and share the interview with other colleagues using a video content management system.
 
This will thrill not only your fellow coworkers, but the expedited turnaround times will have your interviewees ecstatic.

Recorded Video Interview Exchanges

If you’re having trouble finding the time to talk one-on-one, pre-recorded video interviews are an awesome alternative. If you’re a manager on the fly, using a video platform to record questions, assign them to interviewees and look at their responses is incredibly useful. Throw on some headphones at the airport and take a listen to what your applicants have to say! Finding and setting aside thirty minutes or an hour out of the day can often be a cumbersome task. This breaks it up into short increments, so if you have a few minutes to spare you can send a response. Other team members can also hop on and send questions of their own, so everyone that wants a voice in the decision process can make the most informed decision possible.
 
Your interviewees will also appreciate the ability to take time to collect themselves and think about their answer before submitting it. Thinking on the fly isn’t always for everyone, and a nervous performance in an interview may disqualify an applicant that is otherwise perfectly suited for the job at hand. Recorded video interviewing lets you increase your efficiency and ease the burden for your applicants simultaneously.

Describing the Task at Hand

Journeying away from the interview process, video job descriptions are a way to engage recruits while delivering the info they need. Think of it this way: when you’re on the hunt for a new occupation, sorting through the monotony of job descriptions with required and ancillary tasks and responsibilities can get old pretty quick. Ask team members knowledgeable about the position to create a video for potential interviewees prior to the interview. This video can include information about the position’s duties, combined with video footage of the actual work setting and tasks in process. This entire production will give insight into the position so that applicants can have a better idea of the position at hand and give interview questions more appropriate to the position.

Lend a Little Help

Maintain the happiness of your recruits and interviewees by developing a video series outlining the application process. This will work to calm nerves and dispel some of the natural anxiety that surrounds the hiring and interview process. Generate a short video to send out at the conclusion of an interview that outlines the precise steps and details of conduct and expectations following an interview, including next steps in the process. You’ll curb a lot of potential emails inquiring about, “What comes next?” and can even use it as a way to measure how well interviewees follow instruction.

Before they Interview, Let them Know You’re there

Think of it as killing two birds with one stone. You film a video using the equipment you’ve already got to advertise an open position or recruitment and meet with the marketing team; after all, it’s a career advertisement. Make it noteworthy, show off the benefits of your organization, film around your office, explain the hiring process and create a call-to-action to funnel potential applicants into the pool. You’ll not only find exciting and talented employees, but you’ll spread the image of your company through indirect marketing.

Video Bios for Team Members

Why not show a little personality yourselves? Work together with team members and hiring managers to create short demo videos that give some biographical knowledge about the team. This can range from their journey to the company, all the way to what their favorite Chinese restaurant in town is. Doing so will give interviewees better insight heading into the interview as to what the team looks like, how their personalities can unfold and just get them comfortable with the idea of talking about their career goals with new people, making for the best interview possible.

Build a Video Resume Portal

This one also falls in the pre-interview stage, but it’s kind of a mixture of video interviewing and resume sorting all at once. Sick of picking through a mountain of resumes to find the perfect candidate to interview? Create an open portal for interviewees and applicants to upload a video version of their resume. Give them the carte blanche to decide for themselves what aspects of their background and skill set are most critical to discuss, and get a better idea of who they are as a candidate along the way. This works out especially well for creative positions, as it adds yet another layer to show off how the interviewee’s mind works. With the proper candidate, it’s an ideal method to produce an eye-catching product that will earn the attention of the hiring manager.

Follow-up with Video References

All too often companies let the reference section be an afterthought in the hiring process. Don’t overlook this stage! Realistically, you want a candidate that will feel comfortable asking 2-3 individuals to be willing to step in front of a camera and speak on their behalf. You don’t have to ask for much or take up their time; that’s entirely up to you. But getting a face with a name for a little bit of verification is perfectly acceptable, and it can be particularly useful when trying to make a difficult decision.

Video Exit Interviews

Our ability to interview candidates fairly can have some flaws; nobody’s perfect. We might miss a question, not get everything from a candidate we were hoping to, time runs short, or a number of other issues that can be addressed and bettered. Video exit interviews give an opportunity for the interviewee to provide feedback on the process, offer some closing words, and even show their level of productivity and thinking on their feet when it comes to providing usable feedback.

A CEO Welcome Video

Did the interview go well? Ready to take the plunge and bring a candidate on board? What better way to introduce them than by giving them a little attention from the CEO? You can decide at what stage this type of video is most workable, but sit down with your CEO and record a brief introductory video that will let the candidate see that every employee is valued at their new place of employment!
 
Who would have thought video could be so transformative during the interview process? To be perfectly honest, this is only scratching the surface. Hopefully these ideas will get your gears turning and give you the boost you need to start considering video interviewing as an integral component to your hiring process.

Author Bio

Sean Gordon is Chief Executive Officer of vidREACH.io. Sean Gordon has an extensive track record recruiting, hiring, training, and unlocking the talent of people. For 20 years, Sean has been on the front lines of business across North America. He started with AT&T, where he built award-winning teams in sales and operations from coast to coast. Connect Sean Gordon