Chances are you’re tired of phone interviews. And you’re not alone. Every recruiter knows the struggle of trying to coordinate and conduct preliminary telephone interviews. Interviewing over the telephone requires a lot of time, and it can be an expensive and exhausting process.
Sure, but recruiters need a way to prescreen and shortlist candidates. Depending on how many applications you receive, it can be impossible to meet with everyone in person. So, you must eliminate those who are unlikely to be a good fit for the position and the company culture as a whole.
Don’t get hung up on phone interviews. There’s a better way…
Video interviewing provides all the benefits of traditional phone interviews, but delivers much more value while minimizing headaches. Both video interviews and phone interviews allow you to learn more about applicants than you ever could through one-dimensional, text-based resumes and CVs.
Phone interviews and video interviews both invite tone of voice and word choice into the hiring equation, two hugely valuable factors in detecting hesitancy, defensiveness, positivity, and enthusiasm in candidates. But only 7% of communication comes from words and 38% comes from tone of voice. The other 55% comes from body language, something that is completely lost in telephone interviews.
Video interviews help recruiters genuinely connect with qualified candidates—even at a distance. Plus, they can reduce time-to-hire by up to 80% while improving and personalizing the candidate experience.
In the same way video makes emails and social media posts more engaging, video adds a whole new dimension to pre-screening candidates. Before Skype came along in 2003, few people were comfortable using video conferencing. Nowadays, even those with limited tech skills can easily navigate a video call.
That’s just one of the many reasons why video interviewing has become such a popular tool for recruiters and hiring teams around the globe. It’s the next best thing to getting together in person.
When most people think of video interviews, they think of video conference tools like Zoom and Facetime, which allow recruiters to interview candidates face-to-face without being in the same room (we’ll get into how professional video interviewing platforms differ from free tools later).
Live digital interviews certainly serve a purpose, but pre-recorded video interviewing is what motivates so many people to switch from telephone interviews.
Pre-recorded videos require no set times. Instead, job applicants are sent a link with an invitation to record their answers to a list of pre-determined interview questions. They can do this whenever it’s convenient for them. Recruiters then watch the recorded video interviews when their schedules allow, freeing up time to focus on other HR priorities while eliminating monotonous question asking. Recruiters can even share the video interviews with stakeholders in the hiring process for feedback, and collectively rate applicants so top talent rises to the top of your hiring list.
It’s easy to understand why video interviewing makes the hiring process more flexible for everyone. Pre-recorded interviews are particularly helpful when arranging interviews with remote workers in different time zones. There’s no need for recruiters to be present at every interview or worry about candidates no-showing. No need to ask the same questions repeatedly. Simply review the recorded interviews as time allows. Refer back to them whenever you’d like.
Video interviews provide a more holistic view of each candidate than phone interviews. Video interviewing is extremely effective in pre-qualifying job applicants, giving recruiters a more complete picture of interviewees in a fraction of the time. That’s because recruiters can see the candidate, so they can read body language, as well as analyze other telling visual cues during job interviews.
Did you know?
Some of the most revealing parts of a person’s personality some across through their facial expressions. When discussing expectations of the job, do their eyes widen with excitement or narrow with suspicion? Is their clenched jaw or their brow furrowed? Or does the candidate seem friendly and personable because they’re smiling? Do they remain engaged throughout the interview, or do they seem distracted and uninterested? Examine these non-verbal cues just as you would during an in-person interview to get a better sense of the applicant and their responses to your interview questions.
The eyes are the window to the soul, helping people connect with each other for generations. Eye contact in face-to-face job interviews is a must, and it’s expected in video interviews, too. That said, many people mistakenly look at the screen instead of the camera lens. Recruiters shouldn’t necessarily interpret this as a lack of confidence. Keep in mind: most webcams are positioned at the top of a screen. Unless the interviewee is gazing into space and clearly uninterested in the position, give them the benefit of the doubt. Other body language signs are much more telling.
Body language in interviews is extremely telling. For example, is the job applicant sitting up tall and confidently, or are they slumped over in their seat? Are they using open body language, or are they crossing their arms defensively? What are they wearing to the interview? Even if you can only see the person’s head and shoulders during the video interview, you can tell whether or not the person brushed their hair and dressed professionally. Watch how the candidates conduct themselves on camera, and confirm your interpretation of body language by seeking feedback from other people on the hiring team, if necessary.
Video interviews carry the added bonus of giving recruiters a sneak peek into the candidate’s personal space (if they’ve chosen to do the interview at home). Is there a pile of dirty clothes on the floor or a messy desk? This makes individuals appear unorganized and unprofessional. Make note of things in the background of the video that might be red flags. If the candidate has chosen to record the video interview in a busy, loud environment, make note of that, too. It could be a sign of poor planning or lack of awareness.
Facial expressions, eye contact, body language, and background indicators are all completely lost in traditional phone interviews.
Video interviewing beats phone interviewing hands down.
While Skype, Zoom and FaceTime are all great tools to stay connected with friends and family, recruiters need a more sophisticated, multi-dimensional video conferencing software to do their jobs well. Professional video interviewing software provides recruiters with many features that basic, free software simply cannot.
Sophisticated video interviewing tools solve common hiring challenges such as language barriers and varying time zones. Video interviews also offer custom branding, embedded rating scales, interview note taking, automated scheduling, recording and other helpful features that free video tools do not.
Many hiring managers agree to take phone interviews during evenings and weekends in order to connect with people in different geographical areas and time zones. Never conduct an interview after work hours again. Sound too good to be true? It’s a reality with video interviewing!
With video interviews, candidate answer questions on their own time and recruiters watch the pre-recorded answers at their convenience. You no longer need to find a mutually-convenient time to interview job candidates. Video interviews can be watched anytime and shared with anyone in your organization, too.
Your brand is an important part of whether or not top talent accepts your job offering. Professional video interviewing platforms allows you to proudly showcase your branding in all applicant-facing components and communications. This helps establish your brand as a progressive company that keeps pace with the latest hiring best practices and the candidate experience.
Recruiters can further enhance the candidate experience by profiling the company and the team through video embedded within their interviews. This way, applicants get a sneak peek of what it’s like to work at your company—before signing the job offer.
Aside from everything listed above, paid video interview platforms provide a number of other features that make phone interviews and freebies pale in comparison, including:
Backed by science, structured digital interviews ask the same questions in the same order to all applicants. In doing so, they minimize personal bias and discrimination throughout the hiring process.
The pre-defined, reliable scoring criteria within the structured interview methodology ensures all candidates are evaluated objectively. This helps protect recruiters and companies against costly legal fees from unfair hiring practices. Better yet, structured interviews double your odds of hiring the right person for the job.
Hiring practices have changed dramatically over the years, and video interviews have become a common, cost-effective, and efficient recruitment practice. Video interviews are a fantastic way to refine your candidate pool in the early recruitment stages—without losing the personal touch that accompanies in-person interviews.
Video interviewing helps hiring teams identify top talent by quickly asking intelligent questions without sacrificing teamwork and collaboration. By switching from phone interviews to video interviews, you can be confident that only applicants with the most potential are invited for an in-person interview. These people have already been vetted and identified as the most promising candidates, making those traditional interviews a better use of everyone’s time.
Tired of conducting phone interviews?