Video Interviewing In 2019

It allows you to spend more time on talent retention rather than acquisition

In 2019 the skills shortage and competition for talent is greater than ever. On demand video interviewing has been a mainstay across all sectors for the past 4/5 years and will continue to play a bigger role in 2019. The tech revolution isn’t going to slow down in 2019, and it’s time for companies to embrace it.
 

Video interviewing has come along way since we started with the early adopters in 2012. The use of on-demand video interviewing by companies and recruitment agencies has grown year-on-year, and this pace looks set to continue.
 
The technology has improved and it is no longer considered a taboo to record a video interview. In 2019 when 5 G rolls out this will offer candidates greater options and confidence to use a mobile device to record a video interview.
 
Video interview is set in 2019 to have a greater impact across the whole talent acquisition process. Many video interview platforms offer a high level of automaton now, simplifying further the time talent taken to review candidate’s  video interviews and allowing them to spend more time on talent retention rather than acquisition.
 
There are 4 key factors through which video interviewing will impact hiring in 2019.

To get an edge over your competitors vying for the same candidates you need to speed up your hiring process. Video Interviewing allows companies to screen and hire quicker. It cuts out all the wasted time of having to co-ordinate diaries for interviews. It also cuts out pleasantries, and investing time in candidates before you have had a chance to see if they are going to be a good fit.
 
The video interview shows much more than a telephone interview, and a good telephone interview does not always follow suite to be a good face-to-face. So you have a much better idea if a candidate is strong once you have seen them record their answers to your set questions. This speeds up the process. You can also share a video interview with colleagues so you can make a collaborative decision. Ultimatley you only invest your time in candidates that you know are strong, you speed up the process and make better and faster hiring decisions.

Previously if you have 20 candidates, you often only have time to interview maybe 5/6. Allowing them all to complete a video interview means you can screen far more candidates and increase the chances of improving the quality of your hire. With on-demand video interview you can screen 10/15 candidates in the same time you can conduct maybe 2/3 telephone interviews or one face-face.

In 2019 candidates expect a lot more and need to be treated by organizations as customers, not candidates, which means the acquisition, interviewing and on boarding process needs to be better. Unless you are a household brand a telephone interview can really dilute your employer brand. With a shortage of strong candidates in the marketplace, they need to be offered a fantastic candidate experience.
 
Time is money as they say, and they need to be offered alternatives that fit in with them. A video interview offers strong branding, costs them nothing to complete, can take 15 minutes and gives them a great first impression of your organization, and they can complete it anytime anywhere.Your company’s employer brand can be showcased well in a sharp company video.
 
Talent teams should showcase culture, benefits, work life balance, etc. HR teams should create engaging welcome videos. Recruitment teams are fast becoming extensions of their brand and marketing teams. Video interviewing platforms enable companies to upload welcome and company videos, so that candidates can engage with their brand at the very beginning of the hiring process, before a candidate has even taken a video interview.
 
Compare this to a standard telephone interview, which is detrimental to a company’s brand as it only dilutes a company’s employer brand, as it offers candidates a poor experience.

Tech is good at doing much of the heavy lifting, allowing you to focus and invest more energy in the human elements. Recruitment is the original people business and we believe that no tech will ever replace humans, nor should it attempt to. However, much of the admin and process that exists around the recruitment process can and is being commoditised – this is where tech can help you with much of the aforementioned things, helping to increase your talent pool by widening your candidate search, accelerate and standardise your hiring process by offering a fair and uniformed process, analytic tools, and then support employee on-boarding.

Video interviewing is having a positive impact on all these areas, allowing hiring teams to focus more efforts on employee retention and engagement.

Simon Hughes is the Founder of Jobatar. Simon has a 20 year background in the HR and Recruitment industry. Visit www.jobatar.co.uk Connect Jobatar