Meeting online through video has evolved from an easy way to connect grandparents and grandkids via Skype to a fully integrated part of the talent acquisition lifecycle.

How did it happen so quickly? What’s the promise of integrating video interviewing into your workflow? And, what’s next for this technology?

I will be publishing a series of posts over the next month on this topic – and will analyze where video interviewing fits into talent acquisition. I’ve been in touch with Montage, a solution provider in this emerging space, and this post series on video interviewing will be done in collaboration with them.

First, let’s note from the beginning that video interviewing is not interchangeable with the video resume. The video resume as a concept had some promise, but that’s quickly dissipated. A video resume is a one-way, candidate-to-employer device that gained notice more for its failures and flops than for its successes. It’s asynchronous, often clumsy, rarely responsive to employer needs, and worst of all, anxiety-inducing for HR managers.

Video interviewing, on the other hand, can be integrated with applicant tracking systems, can be configured to employers’ needs and workflows, and builds a relationship between candidate and employer in a way that resumes and phone screens are capable of.

Secondly, video interviewing is far more than Skype or web conferencing. Done right, video interviewing is an end-to-end brandable solution that download-free, scalable and configurable to your workflow. It offers distinct capabilities and advantages: panel interviewing, enhanced candidate experience and engagement, and candidate support. Best of all, video interviewing is a solution drives higher quality hires and enhances your brand while reducing costs. As I mentioned earlier, Skype and its ilk are nice for connecting family and friends … but they can’t deliver the experience – for the candidate and for the hiring manager – a video interviewing solution can.