4 Ways video interviewing enhances recruitment

In previous articles, we’ve examined how video interviewing can improve various aspects of the selection process. In today’s article, we look at 4 ways video interviewing enhances recruitment and makes the lives of recruiters easier.

1. Video interviewing frees up time for recruiters to do more valuable work

While it’s a given that recruiters will be involved in interviewing prospective hires, it need not be an obstacle to more value-adding work. When organizations use face-to-face or telephonic interviews as screening devices, the time and logistical burden often falls on the shoulders of recruiters.

All too often, dealing with countless interviews robs recruiters of the time they need to add more meaningful value to their business partners by doing what they are really passionate about: innovating the talent acquisition process and value proposition of the organizations they serve.

Video interviews allow for a more efficient means of screening candidates because they are:

  • Asynchronous: Eliminating much of the logistical burden of traditional interviews by allowing candidates and interviewers to choose when and where to answer and rate interview questions.
  • Rapid and uniform: Because all candidates answer the same questions and can be rapidly evaluated using standardised online rating, less time is spent with every interview conducted.
  • Offer AI integration: Using the power of machine learning can further enhance efficiency as obviously unsuitable candidates and poor fits are rapidly screened out without the need for time-consuming reviews.

In fact, it has been shown that using video interviewing can reduce time spent on interviewing by as much as 87% and result in a 50% increase in the speed at which positions are filled.

Given these efficiencies, recruiters who employ video interviews can look forward to far more time in which to add greater value to their organizations.

2. Video interviewing reduced time-to-hire

A key frustration of recruiters (and hiring managers) is when strong candidates don’t accept offers. And one of the main reasons why talented candidates don’t accept offers is because they’ve already accepted another offer!

In a contested talent marketplace, recruiters who can reduce their time-to-hire will often close the door on their competitors and enjoy the lion’s share of available top talent.

A reason for the increased pace of time-to-hire when using video interviews is that they are almost entirely driven by the pace at which candidates prefer to move through a selection process (i.e. candidates decide when and where to complete their interviews: in fact up to 60% of candidates in a recent study elected to complete their interviews outside of office hours).

As a result, the organization runs less risk of delaying time-to-hire because of cumbersome processes (e.g. aligning interview panel members’ diaries) or logistical errors (e.g. interviewees being sent incorrect venue/date/time details).

3. Video interviewing extends the reach of recruiters’ talent search

A disadvantage of using traditional recruitment pipelines is that they may not contain the right candidates for the vacancy. Especially when recruiting for high volume positions, the question of reach becomes critical.

The ease with which video interviews can be sent, accessed and completed by candidates translates into significant benefits in talent reach.

Indeed, using video interviews can extend candidate reach threefold, especially when open links and QR codes are used to allow candidates to sign on and complete their interviews.

Essentially, wherever prospective hires can access the internet or scan a QR code with a smartphone becomes a potential recruitment pipeline.

4. Video interviewing integrates seamlessly with Applicant Tracking Systems

Unlike traditional interviews that occur off-line or requires manual transcription of data, video interviews integrate seamlessly and effortlessly with most Applicant Tracking Systems (ATS).

The efficiency benefits are potentially massive: Recruiters can integrate video interview data into their existing applicant process by using functions such as automatic invitations, AI-mediated screening, automated progression and multi-stage assessments little effort and minimal need for manual interventions or overly complicated administration.

Final Thoughts

At TTS, we’re truly excited about the promise video interviewing holds for recruiters and talent management professionals. The multiple ways video interviewing enhances recruitment in terms of efficiency, automation, and time-to-hire are persuasive: So much so that organisations (and recruiters) that choose to switch to video interviewing will almost certainly outperform their more traditional counterparts in short order.

In the modern world-of-work, organisations will increasingly be under pressure to hire the right talent quickly and efficiently, lest their competitors beat them to it.

Video interviewing overcomes many of the obstacles to speed and efficiency that traditional approaches suffer from.

We have reviewed various products in the marketplace and applied best-practice IO Psychology thinking to identify best-of-breed video interviewing solutions.

If you are interested in finding out more about our exciting new video interviewing products, why not drop us a line at: info@tts-talent.com?