Video Interviewing for Recruiters & Hiring Managers

The Power of Video Interviewing

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The Power of Video Interviewing

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Video Interviewing for Recruiters & Hiring Managers

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As an entrepreneur I love video.  I can easily Skype with clients, host training using via online meeting or webinar, or even livestream from my office without the time, cost, or hassle that travel sometimes brings.  Video makes the relationship more personal using what many consider our most important sense, sight.

The Power of Video Interviewing

Video is everywhere.  In March 2011, the average internet user in the US spent 14.8 hours watching online, streaming video.  Did I mention that there were 174 million folks tuning into the power of internet video?  Video is a powerful medium to entertain as well as engage.

For recruiters and hiring managers, video interviews offers another opportunity to engage the candidate in a face to face environment without the overhead costs associated with the job interview.  Like most new technology, there is a learning curve and sometimes fear that is associated with any change, but I promise you it’s worth the risk.

As a job seeker, there is a great deal of costs, preparation and travel associated with the job search.  Same for the hiring manager.  Sometimes schedules don’t line up like we’d like, or managers are left feeling not as confident as to make a final hiring decision.  And so we schedule another interview.  Schedules are aligned and we spend hours preparing and evaluating the candidates once again.  Video interviews offer the ability to record the interview allowing for side by side comparison of candidates and the opportunity to revisit the interviews at any time saving you and the candidate time as well as money.

One of my main concerns as a human resource professional is the legal risk associated with the video interview.  Can I record the candidates and is the information store properly in the case of an audit by our friends at the EEOC or OFCCP?  The answer is yes and yes especially when working with an video interviewing company like Async Interview.

The discrimination risks for video interviews are not the same as with video resumes or CVs especially since candidate job interviews typically involve a face to face meeting before a company makes a hiring decision.  Video resumes are a completely separate animal from the video interview technology and process altogether.

Using video interviewing technology is very simple and set up for the job seeker can take less than 10 minutes if installing an external webcam.  Recruiters must prepare a series of interview questions in advance for which the job seeker must answer just like a face to face interview.  Candidate interviews can be scored and compared side to side increasing interview consistency.  Videos are recorded using the video interview technology and made available for the recruiters to review and evaluate when it’s convenient for them.

I see video interviewing used in a number of different industries and circumstances.  With the holidays around the corner, video interviews can be used in mass temporary hire situations for retailers, restaurants, call centers, or new store locations.  For recruiters who are responsible for hiring and interviewing positions in other cities as well as countries, I see the benefits.  No need to juggle time zones or travel schedules.

Interested in testing out the video interview technology?  You can for FREE.  Async Interview is offering 100 companies 50 free video interviews as part of their “America Get Back to Work Campaign.”  Just visit their Back to Work webpage and fill out some information to get started.

FTC Disclosure: Async Interview is a client of Xceptional HR. Regardless, I only recommend products or services I use personally and believe will be good for my readers.  I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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7 Comments

      1. My sincere apologies to your team on my social networking faux pas. You have some great content on your site and I will visit often. I respectfully request my post be removed.

  1. Why not just use Skype for free instead of paying a company to do the exact same thing? This idea has been around for a decade. No reason to pay for it.

    1. Tomas,

      Skype doesn’t allow for side by side comparison, recording, and storage. This is especially important if you are a government contractor and have to maintain records and information to be OFCCP compliant. I can’t imagine explaining to an auditor, “Oh, we do all that stuff on skype.” If they were looking at patterns of discrimination, they wouldn’t care that Skype was free and didn’t offer that stuff. It would be a huge fine and a chance that the company would lose the ability to be a contractor. Not good for the company but likely a reason for the CEO to fire everyone in HR and start over.

      JMM

  2. Skype is built for leisure time, not the business of recruiting. There isn’t client support and it’s not secure. Being able to store videos, as JMM says, means clips can be passed along to a hiring manager. The clips can be watched again. If in the first two minutes of watching a video, the client appears to be a dud, recruiters can move on to the next candidate.

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