Last week, I kicked off a multi-post series on video interviewing. In the first post, I countered some of the common misconceptions about video interviewing with the actual facts: It’s engaging and relevant in ways that video resumes are not; it’s safe and legal; and it’s beyond Skype’s capabilities.
With common objections and hurdles removed, the remaining posts in this series will showcase the value and ROI such a solution can deliver.
In this post, I’ll summarize the two main features, which are widely available, and offer perspectives from the vantage points of hiring managers and recruiters through the lens of the products available.
The first function recruiters and hiring managers should utilize is a candidate profile, or recorded candidate responses to job-specific questions. Of employers already utilizing video interviewing, most use it to eliminate or shorten the phone screen. And, why not? Done right, video interviewing:
A candidate receives an on-line invitation to complete a profile based on the position to which s/he has applied. A wizard guides the applicant through the process and, when complete, submits it.
The bottom line ROI: What used to take half an hour to produce an opaque sense of a candidate can now be completed in a fraction of the time, yielding a much clearer picture. Shrewd recruiters leverage elimination of scheduling conflicts and the increased efficiency to connect with the highly sought candidate much earlier.
Some vendors offer only the candidate profile, while more established providers bundle it with a live video interview function. Through live video interview, candidates can connect with geographically distributed recruiters and hiring managers, striking a blow to growing, bloated travel budgets. I don’t think this will ever replace the final candidate coming to the office for a last interview, but it can reduce the need to fly more than a few candidates on-site for that interview. Done right:
For recruiters, video interviewing is the vehicle that finally delivers the package that hiring managers have long wanted: a more comprehensive profile of the candidate with less upfront investment from the hiring manager through a process that is both efficient and collaborative. It’s a way to get a truer sense of an individual and his/her organizational all the while enabling smarter decisions. In my next two posts, I’ll address the integration and collaboration that’s fueled through video.
Talent Acquisition & Diversity Exec, Jason Buss, is the founder and editor of THQ. Prior to starting THQ, Buss launched The Talent Buzz in 2008. He is also the Vice President of Talent ... read more