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Mythbusting pre-recorded video interviews

Mythbusting Pre-recorded Video Interviews

Debunking common myths surrounding video interviews

Did you know that an impressive 86% of organizations are now conducting virtual interviews to hire applicants? The use of video interviews, which includes pre-recorded video interviewing, continues to grow in popularity due to its ability to create a fair hiring process that’s convenient for both applicants and hiring teams. But along with its growth, some applicants are skeptical to interview in this format for a number of reasons.

To separate fact from fiction, we break down some of the biggest myths about pre-recorded video interviews.

MythMyth 1 “I’ll have a better chance of getting the job through a traditional interview and talking to someone”
  • In a pre-recorded video interview, all qualified applicants get an interview, vs only 2% who typically do with traditional methods.
  • In a pre-recorded video interview, interviews can be seen by many decision-makers early in the hiring process.
  • The panel of decision-makers that see the interview can be diverse in their skills and backgrounds, creating a fair chance for all applicants.
  • If an applicant isn’t successful, their Interview can be saved in the database to be considered for future roles but ONLY if a client and applicant agree, and privacy rules allow for it.
MythMyth 2 “Video interviews create a bias in how I’ll be interviewed and evaluated because I’m on video”
  • The stark truth is that an interviewer can have a bias whether an applicant is interviewed by a video platform, a phone call or in-person. Bias exists because of the interviewer, not the type of interview.
  • As mentioned in Myth 1, interviewing with video means an organization can ensure more than one person watches your interview videos, reducing the probability of bias occurring.
MythMyth 3 “Live interviews are easier than pre-recorded video interviews because I can ask probing questions to clarify an interview question and find out what the interviewer is looking for.”
  • Providers, such as VidCruiter, use a structured interview process. Every applicant is asked the same question in exactly the same way; they’re given the same difficulty level to answer, the same probing points and the same answer time. This ensures all applicants are treated fairly and equally.
  • Some applicants are great interviewees and have learned tricks to seem like better applicants based on their likeability over their actual skillset, which is unfair to other applicants. These tricks don’t work with this tool, making it easier to rate every applicant in the same way.

A structured interview allows for easy and fair comparison between applicants when evaluating their answers.

Time icon

Same thinking time

Puzzle icon

Same difficulty level

Time to answer icon

Same answer time

Question icon

Same question asked

Probing questions icon

Same probing questions

Applicants should know how they’re going to be interviewed and evaluated. If you have an interview coming up, ask a recruiter if they use a structured interview process.

MythMyth 4 “In a video interview, I’m rated on my video quality”
  • Video gives an organization a tremendous amount of insight through an applicant’s non-verbal communication such as eye contact, body language and facial expressions. Video also ensures only ‘real’ applicants are answering interview questions, rather than a friend who’s better at interviewing (for example).
  • Providers use a structured interview process. ‘Structured’ not only means everyone is treated the exact same way (as explained in Myth 3) but that interviewers have a process in which to evaluate applicants based on a rating guide. With some providers, like VidCruiter, employers can add a structured rating guide to the platform.
  • When all answers are evaluated using a structured rating guide, each interviewer is rating an applicant in the same manner, rather than arbitrarily using their own judgment. This ensures raters follow all compliance standards set by the organization in terms of evaluations.
  • Video interviews are easily shared, allowing many decision-makers to be included in the hiring process. In turn, this helps organizations to arrive at a decision more fairly. It’s mandatory that all decision-makers use structured ratings.
  • Recruiters can watch all responses to one question rather than each interview separately. This evaluation method actually gives the rater a better way to evaluate (versus traditional ratings) as everyone can be compared back-to-back for the same answer.
MythMyth 5 “Video interviews don’t give me a chance to really sell myself”
  • In a structured pre-recorded video interview, everyone is given the exact same opportunity, which is a fair way to evaluate applicants.
  • Pre-recorded video interviews are often used instead of a telephone interview, allowing applicants to show their enthusiasm and passion through nonverbal cues.

“The best part of a pre-recorded video interview for the applicant is that you go from being a piece of paper to becoming “a real person”.
– VidCruiter, Director of Implementations

MythMyth 6 “I still need to work around the recruiters’ schedule”
  • Applicants are empowered to complete their interview at a time it works best.
  • Applicants are provided with a link to the interview and can access the interview 24/7.

Pre-recorded video interviews can help to remove the geographical barriers of timezones for remote roles, too. With flexible scheduling, it’s far easier to apply for a role on the other side of the world.

MythMyth 7 “Pre-recorded video interviews make a company feel impersonal and they don’t show me what it would be like to work for them”
  • Pre-recorded interviews can provide a “behind the scenes” viewpoint that can’t be easily replicated by other interviewing methods. With video platforms, like VidCruiter, employers can add personalized videos at each interview stage – in some cases, they’ll even have other employees give testimonials while asking questions.
  • Pre-recorded interviews can be a valuable tool for an applicant to assess whether the role is right early on in their interview process.

With VidCruiter, hiring organizations can provide video snippets of their employees asking the interview questions of applicants. Employees can share information like their favourite parts of the job or even provide a virtual tour of the workplace.

MythMyth 8 “Pre-recorded video interviews are replacing in-person and live video interviews”
  • A pre-recorded video interview rarely replaces a face-to-face interview (in-person or virtually). This tool usually replaces a phone screen interview.
  • A pre-recorded video interview is most often used as a convenient step early on within the hiring process to give recruiters maximum visibility of each applicant in a fair and equal way.
MythMyth 9 “If I don’t have a computer with a mic or webcam, I won’t be able to do the interview”
  • Recruiters recognize that some of the top talents may not have access to a webcam or mic and ensure they can interview on other devices too.
  • Applicants can complete the interview on their phone or tablet just as seamlessly as if they were using a computer.
MythMyth 10 “If I experience tech issues, I’m going to fail the interview”
  • Many recruitment platforms offer 24/7 support for any unforeseen issues and applicant succession tools.
  • Video recruitment platforms such as VidCruiter offer an equipment check before an interview to test that the webcam and microphone are working as expected.
  • Should an applicant encounter computer issues before the interview, they can use a mobile device or tablet instead.

Did you know? Technical issues requiring assistance are rare (only about 1 in every 100 applicants experience technical difficulties) but should they happen, recruitment platforms like VidCruiter offer 24/7 support by phone, chat or email.

MythMyth 11 “Pre-recorded video interviews are only watched by an HR rep and they might just pick someone they know”
  • Interviews can be shared with a variety of decision-makers – from hiring managers to executives – and are evaluated fairly by a structured rating guide.
  • The more decision-makers that are aligned, the more likely it is that the right applicants move forward to the next round, and eventually, the best person for the job is recruited.
  • For the first time ever, applicants have a direct line of communication with the hiring manager. If HR doesn’t have the latest details on the skillset you have, you can ensure the right message gets relayed quickly to the right person.
MythMyth 12 “Video interviews aren’t secure and my personal data or videos could be hacked or leaked on the internet”
  • Video recruitment platforms should be compliant with the strictest security measures to protect client and applicant data.
  • Video platforms can have different security measures. Applicants are empowered to ask a recruiting organization about the security of their personal data.

VidCruiter uses top security measures to keep applicants’ information safe.

VidCruiter would never sell or share applicants’ personal data.

VidCruiter uses one of the most secure encryption methods available for voice and video data.

Interview links are unique and can only be used once to ensure there are no intruders.

MythMyth 13 “Video interviews can be stressful and I won’t present myself as well as in-person”
  • With a virtual interview, applicants have ‘home advantage’, which can help to reduce stress and anxiety.
  • Pre-recorded video interviews provide tips, practice questions and a tech check before the interview so it’s easier to get familiar with interviewing in this format.
MythMyth 14 “Video interviewing will put me at a disadvantage if I have an accommodation request for an accessibility need”
  • Every applicant should be provided with access to fair treatment and equal advancement opportunities.
  • Accessibility tools are easily implemented into a recruiting platform to ensure everyone has an equally fair hiring experience.

VidCruiter’s platform gives everybody the chance to be interviewed equally:

Longer timeframes to answer pre-recorded interview questions.

Compatible with screen reading and braille platforms such as JAWS.

Interview questions can be asked and answered using sign language.

VidCruiter does an accessibility audit VPAT every year to ensure 100% compliance with all accommodation requirements. Applicants should ask the hiring organization if their interview provider ensures accessibility compliance.

MythMyth 15 “Artificial intelligence is used to decide who’s best for the job”
  • AI isn’t used in interview platforms that follow best practices, such as VidCruiter.
  • The technology doesn’t exist to allow AI into the recruitment process in an unbiased and effective way. There are many other pitfalls of using AI in recruiting too.
  • There could be significant legal risks if AI isn’t managed properly in this space.
  • Instead of allowing AI to make hiring decisions, providers such as VidCruiter offer structured interviews, ensuring a fair process for all applicants.

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