by Juliayn Scales on April 16, 2018
3 min read
Video interviewing enables talent acquisition teams to use digital technology for job candidate interviews. Though some companies use video conferencing or free chat tools, large enterprise organizations use purpose-built technologies to improve speed to hire, increase recruiter efficiency and engage candidates faster.
Video interviewing enables talent acquisition teams to use digital technology for job candidate interviews. Though some companies use video conferencing or free chat tools, large enterprise organizations use purpose-built technologies to improve speed to hire, increase recruiter efficiency and engage candidates faster. Video interviewing is a top-five recruiting technology investment in 2018.1
Early video interviewing solutions enabled recruiters, hiring managers and candidates to connect in live interviews by video via smartphone, mobile and PC. In recent years, interviewing platforms have expanded to include voice-only interviews and on-demand video, voice and text interviews. With on-demand or pre-recorded interviews, candidates access a link and record their responses to the employer’s question set. As hiring technology designed to solve TA challenges, many purpose-built solutions now also include automated scheduling, assessments and AI-enabled virtual recruiting assistants. They typically integrate with an ATS, so recruiter effort is not duplicated.
Companies use video interviewing at all stages of the hiring lifecycle, from sourcing to onboarding. Video interviewing is commonly used for hiring for all types of positions, both salaried and hourly. Because purpose-built solutions are designed for the complexities of global hiring, they have many use cases:
Video interviewing is used by more than half (52%) of large enterprises to support digital transformation in HR.2 These platforms are a way to connect with candidates digitally. TA teams integrate the technology into their hiring workflow to improve hiring metrics like speed to hire, interview to offer ratio and quality of hire. Video interviewing solutions help employers successfully respond to critical issues like talent shortages, increased hiring expectations and flat budgets, and losing top candidates to competitors due to slow hiring.
Video interviewing is also considered a solution to another critical issue: increasing candidate engagement through employer branding. 80% of TA leaders agree that their organization’s employer brand has a “significant” impact on its ability to attract and hire great talent.3 Purpose-built video interviewing platforms give recruiters multiple ways to create a branded hiring experience that gives candidates insight into the unique aspects of their organization.
Widespread use of video interviewing is influencing the role of recruiters. The automation and assistive AI technologies available in purpose-built platforms allow recruiters to spend less time on administrative and repetitive hiring tasks. With the increased efficiency, recruiters have more time to spend on strategic tasks such as brand-building and candidate engagement.
Traditional hiring processes were not built for speed, but fast interactions are expected by today’s candidates. Two-thirds (66%) of job seekers will wait less than two weeks to hear back from an employer before considering the opportunity a lost cause and moving on.4 Video interviewing helps TA teams create an easier, faster and more convenient hiring experience that meets modern candidates’ expectations.
Some solutions feature enterprise-grade security. They stay current with global requirements for data protection such as the GDPR.
Several years ago, the EEOC quelled concerns about video interviewing risk by stating that video interviewing and in-person interviewing are equivalent. In other words, employers do not incur any more risk by using video interviewing than they do with more traditional on-premise interviews. However, the recent inclusion of certain AI-assisted technologies such as facial recognition in some platforms has created controversy about risk of those specific applications.
In general, video interviewing can strengthen hiring compliance by supporting interview record storage, greater process transparency and increased consistency. With on-demand interviews, TA teams can deliver the same question set in the same way to all candidates for a particular role.
Though video interviewing’s time and cost savings made the technology attractive initially, organizations were quick to grasp its strategic benefits. Early adopters began to expand use cases, and solutions evolved to transform hiring practices. With recent advances such as on-demand text and AI-assisted virtual recruiters, purpose-built solutions continue to integrate emerging technologies.
A provider who is 100% focused on solving TA challenges delivers a better candidate experience. Leaders need a solution that is proven to help large enterprise organizations engage, interview and hire better candidates, faster.
12017 Talent Board North American Candidate Experience Report
2Talent Tech Lab’s 2017 State of Talent Acquisition Technology
3LinkedIn’s Global Recruiting Trends 2017
4CareerBuilder’s 2016 Candidate Behavior study