5 Common Misbeliefs About Video Interviews
Video recruitment across sectors and geographies is fast gaining momentum. With more and more companies using video interviews to create success stories, the advantages are obvious: it enables employers to create a more efficient, reliable, and engaging process to connect with talent in a simpler and more efficient way. Nevertheless, there are still quite a few misconceptions about using video in the recruitment process, making some businesses shy away from a long-overdue upgrade of their recruitment process. So, it is time for some myth-busting to be done. Let’s take a look at four common misconceptions about video recruitment that we hear and shed some light on why they are simply not accurate.
1. Two-way video interviews are no different than in-person interviews
interviews do not remove the recruiting specialist from the interview process. In reality, in the sense that both parties still interact face-to-face, two-way video interviews are no different than in-person interviews. In comparison to in-person interviews, one-way video interviews have the potential to feel a little impersonal but they don’t have to feel that way. The interview will begin to feel much more personal, which is more than you can say for the traditional phone interview, by simply recording a welcome video, quick office tour, or even yourself as you ask the interview questions.
2. Video interviews are more difficult than they are worth doing
Video interviews are often cited as difficult and expensive, but that couldn’t be more inaccurate. Video interviews are an investment that can help save money on travel expenses associated with in-person interviews for businesses and candidates. And, as a cloud-based platform, the implementation of video interviews requires little or no time.
3. Video interviews deter applicants from applying
To be eligible to engage in a interview, the idea that candidates have to be tech savvy is flat-out false. You can do interviews if you can work on Skype or YouTube. And interviews retain them, rather than driving eligible applicants away.
4. The advantages of video chat and video interview channels are the same
Video technology is not always made equal. Although online video platforms are built with the common aim of visually connecting people from afar, for very different reasons, these platforms were developed. For example, video chat platforms are built to make it easy for communication across borders and oceans.
On the other side, video interview platforms have been produced with interviews in mind. Platforms explicitly designed to connect job seekers and recruiting professionals have a range of interview advantages, unlike video chat platforms.
For instance, take collaboration. With collaboration in mind, video interview platforms are often constructed. They also have instruments such as feedback and rating systems that make it easier for everyone involved to collaborate on hiring decisions. The opportunity to brand the interview experience with a logo, pictures, or company colors is another video interview advantage you won’t find with video chat.
5. Video interviews are not needed when recruiting locally
For recruiting both local and long-distance applicants, interviews are perfect. Video interviews offer a rare opportunity for recruiting professionals to visually interact with applicants who they may not otherwise have the chance to meet in person and that extends to both local and long-distance applicants.
interviews, in particular for high-volume screening, offer recruiting professionals an opportunity to visually interact with and analyze applicants both close and far before determining who to bring in for a more formal interview in person. This saves valuable time and cash from hiring professionals and job candidates.
Conclusion
Video interviews are not structured precisely to decide who gets the job. Alternatively, they can be used as a supporting act, allowing hiring managers to determine which candidates are worth spending time and energy on and which candidates are not. Yeah, the technology is extremely advanced, but if employers want to reap the time and cost-saving advantages and provide their applicants with a smooth and pleasant experience, it needs to be used correctly. So, if you’re not making full use of video interviews, you’re losing out on selecting the best potential candidates!
