Video interviewing is a useful and sophisticated solution to many of the challenges of traditional interviewing. In a recent article, we discussed some of the key benefits of video interviewing.
Today, we examine 3 useful applications of video interviewing to talent challenges.
1. Screening-out of unsuitable candidates in high-volume assessments
When traditional interviews are used as an initial screening method for high-volume assessments (e.g. as may be the case in graduate recruitment projects), companies can quickly run into difficulties. These include:
- Telephone interviews, commonly employed by recruiters, are often complicated by the problem of getting hold of candidates to conduct initial screening interviews.
- Logistical and practical difficulties in arranging for multiple interview time slots, venues, and staff availability.
- Cost in both staff time and opportunity costs as hiring managers and talent management professionals have to allocate considerable portions of their diaries to interviewing.
- Lack of cross-interview consistency for participants due to different interviewers being involved.
Video interviewing is asynchronous (i.e. participants and interviewers need not complete their respective tasks at the same time). And since participants and interviewers can complete interviews and interview rating in their own time, less time is spent in arranging meetings and resources.
In addition, all participants will experience the same interview, which could include curated company content (e.g. introductory videos, marketing material) as well as consistent company branding.
It is possible to have more than one recruiter evaluate the same video interview, thus increasing reliability and overall validity of the rating process.
2. Selecting-in of suitable candidates using competency-based interviews
High-volume screening interviews are ideal applications for video interviews, but this technology can also be used for focussed, competency-based interviewing.
Much like high-volume screening interviews, asynchronous competency-based video interviewing can offer the same efficiencies, convenience to interviewers and interviewees, and standardisation to the process.
Video interviews can easily be adapted to a competency-based structure. Interviewers can rate candidate’s video responses based on observed competencies in a highly structured, standardised manner: a key benefit of the video-based approach.
Although competency-based interviewing can be more intensive and time-consuming, video interviewing allows for a more rapid transition to objective assessments and other screening-in methods.
This also reduces the need for multiple interviews that some companies still prefer. A candidate’s video interview can be shared with and viewed by multiple managers.
3. Efficient evaluation and rating of candidates based on AI-mediated talent models
In recent years, the application of machine learning and AI to talent decision-making has emerged as perhaps one of the most promising technologies available to IO Professionals and Talent Management Professionals.
Video interviewing specifically has been integrated with AI by a variety of providers. Such integrations have ranged from using machine learning and natural language analysis to using facial recognition to predict job fit and competency.
As such, AI-mediated video interviewing promise to even further enhance the efficiencies of asynchronous video interviews.
Given the speed and accuracy of AI-mediated rating processes, recruiters and IO Professionals alike can benefit from such technologies to help decide which candidates to progress to further stages of assessments, or who to ultimately invite for face-to-face interviews.
Validation studies conducted on popular AI-mediated video interviewing platforms suggest that if properly constructed and aligned to accurate job profiles, AI algorithms can predict job fit and other performance indicators with great accuracy.
Video interviewing is a valuable tool in talent management and the IO Psychologist’s toolkit. It promises to bring greater efficiencies as well as less biased results as more advanced AI technologies are integrated with standard asynchronous video interviewing.
At TTS, we have been actively evaluating best-of-breed applications in video interviewing over the course of this year and have identified, and worked with, key thought leaders in the field in order to provide solutions in all 3 of the above-mentioned applications of video interviewing: high volume screening, competency-based interviewing, and AI-mediated interviewing.
For more on these developments, why not attend our upcoming TTS Client Conference on the 7th of November, where leading figures in AI and video interviewing, Ben Taylor and Dr Nathan Mondragon, will be delivering thought-provoking talks about IA in the talent management space.
Special emphasis will be placed on video interviewing and AI.
For more information on our video interviewing solutions, drop us a line at firstname.lastname@example.org.