Is Video Interviewing Right for you?

Is Video Interviewing Right for you?

4 min read

 

There’s no denying it: the traditional interview process where an employer sits down with a candidate face-to-face in an office is becoming outdated. The days of in-person interaction are slipping away as technology allows for connectivity no matter the distance. Should you lament these lost days? 

The answer is no (at least not yet) because new interviewing technology actually allows for a streamlined, consistent and convenient interview process—a process that makes life easy for both applicants and hiring managers. Sounds great, right?

So how does it work?

Hiring managers looking to invest in video interviewing technology have two options: one-way recorded interviewing or two-way live interviewing.

One-Way

Employers using the one-way video interviewing process send a list of questions and topics to the applicants ahead of the scheduled interview date. Applicants have the opportunity to read over the questions and come up with answers on their own time (like after dinner, over the weekend, or really whenever they want). Then they send back a video of themselves answering the questions. It’s simple and efficient.

One-way video technology places responsibility in the hands of the applicants by giving them time to formulate answers and requiring them to submit their response on their own time. While they don’t have to make the drive to an office, they do have to set up a video recording of themselves.

Two-Way

The two-way live video interview process is similar to traditional face-to-face interviews. Hiring managers who want to use this process need to contact the applicant and schedule a time that works for both parties. Applicants scheduled for a two-way video interview prepare as they would for a traditional interview process—by compiling a resume, analyzing their strengths and weaknesses and coming up with answers for possible questions.

What are the benefits?

There are plenty of reasons to invest in video-interviewing technology. Some of the benefits hiring managers gain from switching to video interviewing are:

  • It’s cost effective
  • It’s easier to schedule and can take place after work hours
  • Allows for consistent interview questions
  • Easy to track performance and compare applicants
  • Reveals how candidates handle technology
  • Helps hiring mangers find employees they wouldn’t have found otherwise

The right video-interviewing technology saves time, energy and money. It allows hiring managers with packed schedules to find the right time for an interview—even if it’s after work hours—and gives applicants the convenience of interviewing from their own home (or wherever they feel most comfortable).

The option to choose a convenient location is one of the most valuable benefits. Video interviewing gives candidates who aren’t entirely committed to pursuing an open position the opportunity to interview—without having to worry about the inconvenience of transportation. And sometimes the best fit for an open position is the talented candidate who isn’t sure what they want or isn’t sure if they have the time to drive across town for an interview.

So, should I make the switch?

There are, of course, a few important things to remember when using video-interviewing technology. Unreliable Internet connection, difficulty performing in front of a camera, finding a quiet place for the interview—these are some potential difficulties for video interviews. But these problems are easy to avoid and hiring managers should give applicants a brief explanation of how the process works beforehand.

Hiring managers also have the choice to use video interviewing for some positions and not others. They may want to reserve video technology for applicants from out of town or those applying for remote positions. The flexibility of video interviewing gives hiring managers and applicants the opportunity to communicate and determine which option works best.

There’s no reason for employers to miss out on streamlining their interview process and securing the best talent. Companies that implement video-interviewing technology may have an edge over companies relying on in-person meetings.

Getting the most out of video technology

Video interviewing technology alone is helpful. But when paired with an applicant tracking software, it’s transformative—it’s the missing piece of the hiring puzzle that completes the picture and enhances a company’s performance.

HR reps and hiring managers who use an applicant tracking software integrated with a video interview system are able to perform one-way or two-way live video interviews and compare applicants with help from other applicant tracking software features. Using these tools together allows for a seamless hiring process, from screening applications to performing interviews to onboarding.

After screening and ranking applications, hiring managers and HR departments can determine which applicants they want to interview. And after scheduling and completing the interviews, they can watch the videos, compare them to performances from other candidates and submit feedback using their applicant tracking system review features.

Bottom Line

Companies who want the top talent need the right technology. An applicant tracking system like ApplicantStack, integrated with a best-in-class video interviewing platform, gives companies the edge they need to find the right fit for open positions. By relying on video interviews, hiring managers can save time, energy, and money—all while analyzing each applicant. Who doesn’t like the sound of that?

Are you prepared for the hiring season?

Are you prepared for the hiring season?

Whether you are a B2B or a B2C, you want to be prepared for your busy hiring season.

Here are a few simple tips:

1. Employee Referrals:

Hiring Season Referral

Take advantage of employee referrals. You get great results developing ways for current employees to recommend new hires. Who better to understand the culture and work load than a current employee? Make sure you have easy to use tools in place to achieve this. And don’t forget about incentives!

 

 

 

 

 

 

 

hiring season score2. Focus on the top candidates:

Have a clear understanding of what you are looking for.  Screen resumes and add scoring to focus your efforts on the most valuable candidates. Don’t waste your time weeding through hundreds of resumes.  Focus on the top candidates that score the highest based on screener questions.

 

 

 

hiring season calendar availability

 3. Make scheduling easy:

Know your hiring manger’s schedule so you can make the most out of everyone’s time.  Have tools in place to see calendar availability.

 

 

 

hiring season workflow4. Have a solid candidate workflow in place:

Have a clear candidate workflow in place so you know what needs to get done and by whom before the rush begins.

 

 

 

5. Video Interviewing might be a great solution:Spark Hire Video Interviewing

Look into video interviewing! Products like SparkHire work well.

 

 

 

 

Hiring Season Hire Portal

6. Make onboarding your new employee easy with an Employee portal:

Once you find the right candidate

make sure you have an onboarding process in place. Allow new hires to complete all of the necessary paperwork by creating a portal for ease of use.

 

7. Most importantly, enjoy the holidays!

 

 

 

 


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ApplicantStack has partnered with Spark Hire for video interviewing!

ApplicantStack has partnered with Spark Hire for video interviewing!

Video Interviewing Made Easy

ApplicantStack, the easy to use applicant tracking system trusted by over 1,500 companies to manage their candidates and workflows, has integrated with Spark Hire, Inc. for video interviewing!

Spark Hire is a video interviewing platform used by more than 3,000 organizations to make better hires in a fraction of the time. For more information about Spark Hire go to Spark Hire

This new capability provides hiring managers with the best, end-to-end solution for successfully tracking, interviewing, and on-boarding new hires.

One-Way Video Interview

Gain more insight on candidates in a fraction of the time by having candidates self-record video answers to your interview questions.

  • Create text or video based questions
  • Limit think time
  • Control the number of allotted takes
  • Restrict max answer length

Live Video Interview

Interview candidates in real time no matter where they are and record the interview so it can be referred back to at a later time.

  • Record full-length interviews
  • Brand your interviews
  • Conduct interviews directly in your web browser
  • Receive concierge support