I founded Talview back in 2012 when Video interviewing was still an emerging space. Today it is mainstream, with all the leading organizations using it in one way or the other.
Whether you like it or not, you have to adapt video interviewing in your hiring process to stay competitive because the benefits it offers in terms of time to hire, quality of hire and cost of hire can keep you well ahead of the curve.
This post aims at providing the most comprehensive overview of the most critical aspects of video interviews based on my learnings over the past six years, helping many of the leading employers across 100+ countries in adopting and excelling at video interviewing.
You will learn about pros and cons of video interviewing, comparison with various providers, pricing and how to select an online recruiting software for your organization.
It also discusses the leading organizations that are using video interviewing for hiring, a comparison with telephonic interviews and Skype interviews and what candidates think about the video interviewing experience.
We will also cover legal aspects of video interviewing and the latest developments in this space.
However, in case you’re new to this, let's go through a quick overview of what video interviewing is in the first place.
If you are familiar, skip to #1.
What is Video Interviewing?
i. Recorded Interviews or Asynchronous Interviews
Recorded interviewing is a screening methodology where the employer defines a set of questions in an online recruiting software and invites a list of candidates to answer these issues.
The questioned are designed to elicit responses from the candidates that help the employer get a holistic perspective of the candidate, their skills, experience, passion for the role, culture fit, etc.
Such an application could be a cloud-based web application, like Gmail, where recruiters log in to create an interview using a few video or text questions. They can then send email invitations to candidates to attend the interview.
On opening the link in the email invitation, candidates can view the questions one by one. The application records video response of the candidate through a webcam and a microphone.
So what happens after that?
Recorded responses become available to the recruiter once candidate submits them. The employer sets the number of opportunities to re-record an answer. Typically, an in-person interview is 45 minutes long. A panel can evaluate up to 10-15 prospects in the same time with this technology!
Since responding to the questions and reviewing the responses can happen at different times, this form of interviewing is known as asynchronous interviewing. It is also called automated video interviewing.
Live Interviewing is a selection methodology, where instead of meeting the candidate in person, the employer conducts an online video meeting where they have a free-flowing discussion.
You might ask yourself - isn't this similar to any other video conferencing tool?
Yes, it is similar to video conferencing via tools like Skype, but many video interview tools that provide live interview solutions offer additional functionalities as well.
These include, but are not limited to, interview scheduling capabilities, a whiteboard for writing/drawing, interview recording, embedded evaluation forms and integration with leading ATSs.
iii. Video Resumes
Video resumes are another screening methodology where the employer asks a candidate to submit a video introduction. The employer might give guidelines on what to talk about and how long the video should be.
But why do I want to listen to rehearsed answers?
This method is commonly used for roles where gauging a candidate’s communication skills and body language is critical to hospitality or acting.
Now that you understand what video interviewing is and the different types available, let us look at the 12 most important aspects of video interviewing that one should know.
#1 Advantages and Disadvantages of Video Interviews
The benefits of using a video interviewing platform, as most clients often cite are:
- Reduced Time to Hire
Video interviews help you reduce time-to-hire by up to 50%.
Invite, schedule, hire - it's as simple as that!
- Enhanced Candidate Experience
Video interviews enable candidates to attend online interviews across the globe, via web or mobile, at their convenience while providing a standardized, consistent experience.
- Reduced Hiring Cost
Reduce the cost of hiring by up to 60%, by saving efforts spent on manual screening, co-ordination, logistics or additional resources.
- Better Employer Branding
Video interviewing tools allow branding of the platform with banners, videos, color themes, and logos. This way, your organization will be perceived as tech-savvy and candidate-friendly.
- Video Logs for Future References and Audits
All the videos are available for future reference. Much in the same way, evaluations, comments are also saved for audits in the future.
- Modernization and Automation
Many video interviewing tools have advanced capabilities to analyze video interviews and generate behavioral profiles, recommend the most relevant set of candidates for the etc
- Real-Time Reporting
Real-time reports are available to track panel bias, turn around time, etc. and improve an interviewing process.
- Overcome timezone differences in multi-location hiring
Is that all?
Some of the drawbacks are:
- Video Interviewing requires candidates to use a laptop/PC or a smartphone. Not all candidates might have access to these devices.
- Live Interviewing requires reasonable internet speed, which is still a challenge in many countries
#2: Online Video Interviewing Platforms or Automate Online Video Interview
While one can try to carry out different forms of video interviewing through plain vanilla video tools like Skype, Hangout or Youtube, these methods are not scalable and cannot provide the best results.
A Video Interviewing or Virtual Interviewing Software helps employers conduct various types of video interviews in a structured and scalable way.
What does that mean?
All standard online interviewing software tools have user roles for recruiters, hiring managers and candidates. Each of them differ in the breadth of features and depth of capabilities.
For example, Talview provides detailed provisions to configure interview windows, candidate instructions, email notifications, evaluation forms, and more.
It also supports various other formats of online assessments like coding tests, psychometric analysis, objective tests and essay tests.
There are also audio interviewing platforms available in the market today.
#3: Video Interviewing Vendors
Each of them varies in the breadth of features and depth of capabilities. Detailed comparisons are available at the following links:
#4: Video Interviewing Software Pricing
Video Interviews are available in pay per interview, pay per job, user license and enterprise license models. SMBs typically use the pay per interview/job model and it costs them typically around $10 per interview.
Larger organizations use user licenses and enterprise licenses.
For user licensed softwares, the client pays for the number of recruiter users using the platform. Panel user logins are provided free of cost. It costs around $500 to $1000 per month per user.
For enterprise licensed softwares, the client pays in proportion to the number of employees they have. The cost varies from $4 to $10 per employee per month based on the scale of the organization and the features opted for.
#5: Employers Using Video Interview Solution
Globally, many of the leading companies use video interviews for interviewing candidates.
Some of the companies who use video interviews in recruitment are Accenture, Federal Services, BASF, Best Mark, Caleres, Citizens Bank, Enterprise South Jordan, Geico, PSEG, Starbucks, Goldman Sachs, UNICEF, Teach First, Societe Generale.
In other sectors video interviewing is coupled with online assessments like technical or aptitude tests. The staffing industry usually utilizes video interviewing to showcase potential hires to its clients.
Need more in-depth understanding? You can read through detailed industry guides below:
#6: How to Select Video Interviewing Platform?
There are many tools in the market today, and it is easy to get confused about which tool would be the best fit for you. However, a majority of them are very basic and might not support a full-fledged use case.
Talview Video Interviewing is one of the pioneers in this space, and our solution has evolved significantly over the past few years.
Things you should ideally evaluate when selecting a video interview tools are:
- Maturity of the platform- ability to handle various use cases
For example Talview has:
text, audio and video questions
configurable waiting time for questions
configurable answer times
configurable registration forms
configurable pre and post-interview instructions
randomisation of questions from a question bank
simple evaluation form builders and custom forms
elaborate notification management systems- email, SMS, IVR, scheduled reminders
configurable interview window
- Mobile Support- iOS and Android support is imperative in today's world
- Integrations with your existing ATS - Talview can integrate with SuccessFactors, Taleo, IBM Kenexa Brassring, Smartrecruiters, iCIMS, etc
- Branding Support - Candidate experience is of paramount importance. Standard branding practices involve private-labeled online pages where you can show prospects a welcome video and offer them information about the job and your company.
See some examples of the branding we have done for clients in the customer landing pages
- 24x7 hotline support - We help our clients provide best in class support through multiple channels.
Candidates' feedback of video interviews has been very encouraging with almost 97% of them having a positive response.
We've written a whitepaper based on the survey among candidates on video interviews.
#7: Why Is Video Interviewing Better Than Phone Interviews?
Video Interviews give a more holistic picture of the candidate. Hiring managers can make a much better judgment based on an audio-visual interaction compared to a telephone interaction, where the candidate can easily engage in malpractices like impersonation, cheating, etc.
Also, a record of the interaction, evaluation, etc can be maintained for a second opinion or future reference.
Here's a more detailed insight into why recruiters are replacing telephonic interviews for video interviews.
#8: Advantages and Disadvantages of Using Skype for Video Interviewing
The low-cost factor is the biggest advantage, tempting several organizations to adopt Skype as their means to a virtual interview.
Most companies need to reconsider Skype as an enterprise solution due to many critical deficiencies, such as:
- Skype doesn’t provide you real-time support
- Connecting through a personal profile can seem intrusive and uncomfortable for the candidate
- Many critical interview features like writing pads, recording, evaluation forms are missing
- It cannot integrate it with your Applicant Tracking System
- It doesn't have features to schedule and send invites/reminders to participants
Check out this detailed comparison between Skype and video interviewing.
#9: Are Video Interviews Legal?
According to the EEOC, under Title VII, it is not illegal for an employer to learn the race, gender or ethnicity of an individual prior to an interview. Of course, Title VII requires that all individuals be provided equal, non-discriminatory treatment throughout the hiring process.
If an employer observes a job seeker in a video clip, and either learns or surmises the person’s gender, race, or ethnicity, such knowledge could increase the risk of discrimination or the appearance of discrimination.
Employers need to take care in training hiring officials and human resources staff about the appropriate responses when gender, race, or ethnicity are disclosed during recruitment.
Video clips might be analogized to information on a resume that clearly tells an individual’s race, such as, “President, Black Law Students Association.” In this situation, as with the video clip, the employer needs to focus on the person’s qualifications for the job.”
Summary of various legal opinions in this regard - becoming aware of such information through a video, even without the applicant affirmatively volunteering for it, should pose no bigger problem for an employer than information that is volunteered, or otherwise learned during an interview.
On a positive note, video interviewing assures that there will be a record of what was said during the interview process.
#10: Candidate Feedback on Video Interview Experience
One important aspect of selecting a video interview software is candidate experience and feedback. We continuously collect feedback from candidates on Talview and have made a whitepaper on the same.
It covers topics such as the overall feedback on the video interviewing experience, what candidates perceive as benefits of video interviewing for them and what are the other expectations are.
The feedback we received had more than 90% positive responses along with indications for improvement in some areas.
Isn't that awesome?
The recorded responses were based on the questions we asked after candidates attended the interview on the Talview platform.
#11: Other Use Cases for Video Interviewing - Coaching
Coaching teams, especially sales teams, are the second most common users of video interviewing after hiring. Coaching videos are used to help new team members practice customer interactions and objection handling as much as they want.
Coaching is becoming a popular use case.
Best responses are also showcased for the benefit of the entire team as a part of video coaching. Such online HR interviewing coaches are considered one of the best ways to accelerate sales.
#12: Future of Video Interviewing - Predictive Hiring
The future of video interviewing is already here. Talview launched Talview Behavioural Insights earlier this year, which builds a behavioral profile of a candidate based on the responses received during the video interview and is the first platform to do so.
Talview Talent Insights also uses extraction of key information from video interviews to build a relevance score for each candidate to a particular job description.
Video interviewing is a terrific tool for busy recruiters and hiring managers. It accomplishes almost everything an in-person interview can but with much greater time flexibility in location and schedule.
It also provides the ability to pass interviews around for group feedback.
On the one hand, you can give more candidates an opportunity to tell their story rather than just rejecting them based on resumes. On the other hand, you can save your precious time to select the real stars.
Step 1: Tweet this article.
Step 2: Go and implement a video interview tool for your organization.
A Brief History of Hiring
Now a more light-hearted reading! Here is a timeline of how hiring has evolved in my guess; I could be wrong.
Hiring is defined as engaging the services of a person for a fee. Organized hiring started in the Roman era where army created a program to find the best candidates.
The process of hiring was primarily physical tests. And hiring has evolved a lot in the last 2000 plus years.
In its first form, companies used to accept applications for hiring. After some time, someone smart figured out that one doesn’t fill an application every time, rather I can create something can be called a CV or resume.
But hiring itself was very simple and in most cases involved the person hire demonstrating their physical strength and capabilities. Recruiting Interviews or Recruitment Interviews as a method to find a good match emerged much later when people started to hire for labor other than physical labor.
Hiring Companies, people who will do hiring as service was the next best innovation in hiring. First ever use of modern technology in hiring was when people started doing telephonic interviews.
Use of information technology in hiring is a very recent phenomenon. It started with hiring websites and multiple formats of hire.com were the first step in hiring online. Many of them were free hiring websites.
Online hiring companies soon emerged where people started offering service of finding the best candidates for jobs through hire com portals.
And then came Applicant Tracking Systems which were the first form of hiring systems or software.
Video interviewing started becoming popular around 2010 and today we are talking about using predictive analytics in hiring.