There’s some great data in ManpowerGroup Solutions’ new survey about what motivates candidates to change jobs. There’s also intel on candidate preferences during the job search process which I think could benefit from some context. According to the report, 62% of candidates prefer an in-person interview with a hiring manager, and just 6% prefer to do the interview via “video conference technology.” As a video interviewing technology company, that 6% isn’t an appealing number, but in fact, it makes sense when you think about it further.
Hiring Process Realities
Let’s skip right past why “video conference technology” – i.e. Skype – is poor for video hiring and go right to why this piece of data is logical. As a job candidate, if you’re asked for your preference between filling out an application for several hours, doing a pre-screening video interview, or meeting with the hiring manager at the physical work space, it’s a no-brainer. Of course you want to skip ahead five turns to that hiring manager interview and win the job search game!
The hiring process doesn’t work that way, though. Companies are methodical and careful when making a hiring decision. It may seem like a burden to have multiple steps and assessments, but it’s for your benefit, too. A new job or a career change is a huge personal decision for you and your ongoing happiness, so embrace those steps. They are going to happen anyway, so work them to your benefit by finding out as much as you can about the company, the leadership style, the work environment and the technology available to you.
Two Good Reasons to Do That Video Interview
When a chance to video interview is offered, take it for the reason I just mentioned - it’s a really good way to find out more about the employment experience. I was recently at a conference where Jacob Morgan, author of The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization, was a speaker. He talked about how there are three environments at play in a company which create the full employment experience: Cultural, technological and physical. Cultural entails the leadership approach, work styles, purpose of the company, the other people, the organizational structure. Technology equates to devices and resources available. You’ll want to know what tech they use. Is it there for everyone or just a chosen few? Is it focused on the employee who needs or gets value from it or on the business requirement? And then there is the physical element: Is it inspiring or depressing? You’ll want to explore the layout of work spaces, choices for work space, and perks. Also, does the physical space reflect the company values in place?
All three aspects of work make a difference in your success and happiness. In a video interview, whether it’s live or on-demand, you get a much deeper sense of the culture, the tech and the physical environment to know whether the company is a good fit for you.
Another reason to jump on that video interviewing opportunity is the chance to market your skills and capabilities at a higher level. Your LinkedIn profile or resume may have caught the recruiter’s eye, but you can make yourself known as an individual to that recruiter more effectively in a video interview. In a live video interview, build some rapport – make eye contact, smile, respond thoughtfully to his or her questions and statements. Even a pre-recorded, or on-demand video interview allows your personality and enthusiasm to shine in a memorable way.
Even if you’re not job searching now, consider becoming more familiar with the technology. Take a look at our Guide to a Successful Video Interview for tips, and when the opportunity comes along, you’ll be ready to make the most of it to secure that great new position.
Michele Ellner is the Director of Marketing for Montage and has worked closely with recruiters and talent acquisition professionals throughout her career. She markets for the most mature video interviewing solution available, purpose-built to transform the hiring experience one smile at a time. Michele has focused her career on talent acquisition technology, staffing, HR services and outsourcing for over 20 years. Reach Michele at firstname.lastname@example.org or follow her @ellnerellner.