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The COVID-19 pandemic has transformed the employment marketplace, and one area which it has definitely impacted is that of the interviewing of candidates.
When states across the country first started implementing lockdowns in 2020, in-person interviewing was hard to come by. However, that didn’t mean employers didn’t still have hiring needs. Of course they did. What it meant is that employers now faced a greater challenge in their pursuit of top candidates for their open positions.
Video interviewing to the rescue!
What was once an option for employers looking to hire became a necessity. In 2021, with companies and states easing restrictions, you might think that video interviewing would become less of a necessity. That is simply not the case.
The reason is simple. With this post-pandemic society we live in, a certain amount of fear will still always exist. In other words, not all job candidates will feel comfortable traveling across the country for in-person interviews. And since not all candidates will feel comfortable, video interviews will remain a viable option for the foreseeable future.
Here’s the good news: technology has advanced and video interviews are neither costly nor inconvenient. If we were having this conversation several years ago, that might not have been the case. In the past, video interviewing was expensive. Not only that, but it required costly equipment, not to mention coordinating a time and place with compatible equipment on the other end of the line. Thanks to technology, just about everybody has the capability to conduct a video interview, whether it be on their phone, tablet, or computer.
In addition, employers have plenty of options when it comes to video interviewing. For example, they can use one-way interviews to gather short, pre-recorded video interviews as candidates are first presenting themselves. In this fashion, they can expedite the pre-screening process. Then, when they move job candidates further along in the hiring process, employers can utilize live video interviews in place of the traditional phone interview and even, of course, the in-person interview.
If you’re still reluctant to take the plunge into the world of video interviews, even with the existence of the COVID-19 pandemic, below are four benefits of video interviewing:
#1—Job candidates have the chance to “put their best foot forward”
Most job seekers would agree that trying to stand out in a large pool of resumes can be difficult. Video interviews allow applicants to differentiate themselves. They’re able to showcase their personality and to be creative. They’re also able to highlight important skill sets, and share more detail than they can with a resume. For example, explaining their reasons for leaving their past employers, or what their job titles were versus the work they actually did.
One of the many great features of doing a video interview, is that it allows applicants to re-record the video until they are satisfied with it. Candidates have the opportunity to carefully consider each question. This allows for them to adequately prepare and present themselves in the best light possible.
Charisma and strong communication skills are important and something that recruiters and hiring managers want to see. A video interview allows these to shine through right away in that first impression.
#2—Positive employer branding
If you are at all interested in becoming an employer of choice, you know how important your brand is. This means that having a positive candidate experience is critical. Offering your candidates the opportunity to conduct a video interview gives you a competitive advantage. Recruiting is marketing and being able to show off your technology expertise is a big plus!
Most applicants appreciate the opportunity to really showcase themselves, and “make their pitch” as to why they’re the right person for the job. Being sensitive to candidates’ time, and making the process simple, personal and convenient makes you look good to candidates.
#3—Increased levels of confidentiality
A major advantage to video interviewing being confidential. Recruiters are more likely to get a passive candidate to agree to a video interview, than they are to get them to take time off of work to travel to an office for a face-to-face interview, especially considering the current state of the world.
Because candidates can record and submit a video interview at a time that is best for them, they are more easily able to keep their job search confidential should that be necessary. This is a great way for candidates to feel like they are interviewing in a non-committal way, and allows employers the chance to continue to sell their organization and the opportunity.
#4—The saving of both time and money
Most recruiters and hiring managers are looking for ways to streamline their resume review and interview processes. The sooner they can fill positions, the sooner that critical talent is hired and on board. But getting through the mass of resumes, and then conducting high volumes of phone interviews, slows the process.
Video interviews allow recruiters to watch video interviews on a more flexible schedule, rather than trying to coordinate with a candidate’s schedule. They can also eliminate candidates who wouldn’t be a strong match early on, rather than scheduling time to do a 30 minute phone interview.
In an age in which more companies are engaging with and hiring off-shore talent, it can be difficult to coordinate schedules where you are able to conduct phone interviews. Video interviewing saves time and eases the process with candidates in other countries and time zones.
After a recruiter has the opportunity to review the video interviews, she/he can narrow the candidate pool down to those who appear to be the best match, and move forward with more thorough interviews of only select candidates.
This is where live video interviews can be an integral part of the process. Rather than conducting traditional phone interviews, conducting a live video interview provides a more personal experience. In addition to the fact that live video interviews can be done from anywhere, they are recorded, and can be viewed at another time by other hiring decision makers on the interview panel.
Let’s face it: the COVID-19 virus is not going away anytime soon. At the very least, it will be with us through the end of 2020, and it could very well be with us in some form through the following year, as well. As a result, it makes sense to consider video interviewing for the long term, if you haven’t done so already.
Video interviewing platforms integrate nicely with applicant tracking systems like The Applicant Manager. They are a simple, time-saving and cost-effective way to give your applicants an excellent candidate experience. Consider video interviewing as part of your recruiting and branding strategy.
And also consider getting a free demo of The Applicant Manager (or TAM). By replacing manual spreadsheets, paper resumes, and inefficient technology, TAM can streamline your organization’s recruiting and hiring process!
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