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What is the Future of Video Interviews?
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Video Interviewing is Staying for Digital HR
The popularity of video interviews continues to surge each year as organizations adapt to the shift and competition for top global remote and hybrid talent. With six in 10 companies performing video interviews, one-way and live video interviews will only become more important to the modern hiring process for digital HR as technology rapidly develops.
Looking back at the history of video interviews, the first video meeting software was created in 1992. Today, organizations across the world have VR job interview simulations, real-time AI facial recognition software for emotional analysis, and even intelligent scheduling solutions for virtual interviews.
Many companies are exploring what the future of video interviewing actually is, and research into areas such as structured interview processes and artificial intelligence (AI) is ongoing. Organizations that readily adapt to new hiring technology will see their teams improve and foster better HR strategies across the board.
But what is the future of video interviews—and how soon will HR managers realize their full potential?
Technology is the answer to many modern human resource-related dilemmas, and video interviewing is no exception. Indeed, many HR influencers and professionals believe this type of large-scale hiring technology is here to stay and develop.
Talogy Director of Talent Solutions Alissa Parr asked: “What do you think we’ll see more of in the future for interviewing?
Video-based interviewing
Panel interviews
Non-traditional interview questions
Group interviews
It’s clear why participants so strongly support video interviewing. Video technology is becoming much more prevalent in society, and it's not just hiring managers who are looking to reap its benefits.
Video software is popular because of its convenience. For recruiters, they’ll spend less time entertaining unqualified applicants or going back and forth coordinating schedules. This ensures they can focus on hiring the best people for the job.
What's next for One-Way and Live Video Interviews?
AI-driven additions to two-way and one-way interviews like recruitment process analysis to predictive bias reporting are well underway to change how we hire for more streamlined processes.
“We have learned the value of it in saving time for applicants and recruiters alike, and that will never go away,” said VidCruiter CEO and founder Sean Fahey.
“The analogy I used to use, which isn’t as relevant today, is when you got your first Blackberry phone with email on it...after that, you would never buy a phone for work that didn’t have email on it if you wanted to be accessible and do your job.”
“It’s the same thing with video interviewing. Once you start using video interviews, you’ll never go back to traditional phone interviews.”
Sean Fahey
CEO - VidCruiter
Luckily, there’s great potential to improve the software. Fahey believes the next step for video interviewing lies in the system that surrounds it – the hiring process, from the moment a candidate views a job description.
There has been lots of research into the predictive validity of a structured interview and recruitment process. Because of this, Fahey says video interviewing is evolving into an entire structured recruitment system. By structuring the entire process—not only live or pre-recorded video interviews—employers will be able to get an overall score for each applicant. This makes the hiring decision as easy and efficient as possible.
“If you have something analyzing everything at every step – at the interview stage, skills testing stage, how the references answer, how phone interviews are done, how the first in-person interview is done, the second in-person interview – all those components from start to finish and automate the whole system, that really is a gamechanger in HR.”
Sean Fahey
CEO - VidCruiter
1. Artificial Intelligence help recruiters analyze a candidate’s behavior
Many video interviewing providers are already doing this for their products. Interviewing technology also uses natural language processing (NLP) and sentiment analysis to gauge candidates’ fit.
2. One-way interviews fix a long hiring process
The time between posting a job and choosing who to hire can take a long time if you’re using a traditional hiring process, leading to a poor experience for both hiring managers and applicants. Pre-recorded video interviews allow recruiters to gauge if an applicant is a good fit for the job in just a few minutes. If they aren’t qualified, the recruiter can move on to the next candidate.
3. Digital HR shifts towards mobility
The majority of the current workforce (millennials and gen z) is digitally savvy, values speed and efficiency, and is highly reliant on their smartphones for almost everything, including applying for jobs. Instead of focusing on webcam-based video interviews, recruiters will need to make sure their software can support mobile devices.
4. Virtual, video job posts popularize
With candidates recording themselves, it makes sense for recruiters to do the same. Recruitment videos give an applicant a look inside the company and see exactly what the hiring manager is expecting from their application.
5. Video references submitted by candidates
Automated reference check software is readily available for hiring managers. While some do allow video references, that will likely become more popular as more people get accustomed to using video in the entire hiring process.
6. Compliance and DEI are emphasized
Regulations like the CCPA and GDPR, for example, must be kept in mind while conducting video interviews. The future of video interviewing must tackle hiring biases and encourage a DEI-positive approach in an organization's recruitment process.
AI will take over (most of) the recruitment process soon and help hiring managers make more accurate predictions with data-driven insights. With the growth of video resumes to automated scheduling, some might think the “human” aspect is gradually leaving human resources.
Video interviewing will never be able to fully replace a final, in-person interview with your top candidates. However, there are some tools that could help, such as digital structured interviewing. In the end, organizations need to carefully consider what virtual interviewing solutions will work best for them and their hiring goals.
Engage, interview and hire top talent, faster, with VidCruiter.
Frequently Asked Questions
Will video interviews replace in-person interviews entirely?
While video interviews are likely to remain a dominant tool for initial screening and remote positions, in-person interviews will still be valuable for final-stage candidates. Especially for roles that require interpersonal skills or a deeper cultural fit. Video interviewing will likely complement (rather than fully replace) in-person interviews.
What challenges will the future of video interviewing face?
Challenges may include universal access to technology, dealing with security and privacy concerns, and addressing the potential for AI biases. Additionally, as video interviewing becomes more widespread, organizations will need to strike a balance between automation and human judgment to capture critical information like soft skills and cultural fit.
How will AI play a larger role in video interviews?
AI will play a larger role in video interviews by helping automate tasks. AI will streamline the interview process and provide more objective insights—while improving the efficiency of recruitment as a whole.
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