Today’s job market is extremely competitive. Employers are being inundated with applications and résumés/CVs, leaving hiring teams with the overwhelming task of sifting through the deluge to identify those who might be a fit. Often, applicants seem great on paper.

We have already discussed the benefits of using Artificial Intelligence in the recruitment process to boost efficiency. In this article, we’ll examine how one-way video screening interviewing can help even more.

First, let’s dive into the basics of one-way video screening interviews and then discuss how to implement them successfully.

What is a One-Way Video Screening Interview?

One-way video interviews, also referred to as on-demand or asynchronous interviews, allow applicants to record their responses to predetermined questions, eliminating the phone screen step. These brief interviews help recruiters get a better impression of the applicants without additional work on the recruiters’ behalf. Once the applicant submits the video, the hiring team can review it at their convenience and share the video with team members.

Advantages of One-Way Video Screening Interviews

It rarely makes sense for screening to be done face-to-face, and phone interviews fall short in terms of evaluating non-verbal communication skills. On the other hand, video interviews offer the efficiency of a phone screen with the visual advantages of an in-person interview. But one-way video screening interviews shine when it comes to saving time and effort.

Because they don’t require the interviewer to be present during the screening, one-way video screening is the ideal solution for time and cost savings, ultimately allowing the recruiting team to evaluate a larger pool of candidates.

Video screening interviews can also reduce unconscious bias in the recruitment process by standardizing questions and evaluation criteria.

In addition, implementing recruitment tools like one-way video screening interviews improves the candidate experience, which helps your company stand out and attract top talent. Job seekers who are tech-savvy and appreciative of employers who value their time are more likely to have a favorable opinion of employer brand that leverage new technology in the screening process.

Best Practices

To get the most out of one-way video screening interviews, some best practices should be followed:

1. Ensure all applicants are evaluated using the same criteria by asking standardized questions.
2. Keep the interview short, with at most 5-7 questions. This respects the applicant’s time while providing sufficient insight into their skills and personality.
3. Provide clear instructions for completing the process, including technical requirements, time limits, and a support contact should the individual have issues recording the video.
4. Keep job seekers informed throughout the recruitment process without compromising efficiency by using automation to advise them when the interview is delivered and received.
5. Train interviewers on reviewing and evaluating the video screening interviews effectively to ensure consistency across the hiring team.
6. Test your video screening interview process before rolling it out to applicants. This includes conducting mock interviews with internal team members to identify technical, logistical, or communication issues.
7. Ensure your video screening interview process is accessible to all job seekers, including those with disabilities.

Considerations for Implementing

As you consider how to use one-way video interviews to improve your recruitment process, consider the type of position you’re hiring for and the typical number of applicants you expect.

• Is it a high-volume position that typically gets a large number of applicants? Using video screening for this type of role will significantly reduce the amount of time recruiters have to spend on the initial round of vetting.
• Is the position entry-level? If so, you may receive applicants with little or no job experience; therefore, using video interviews can help you select the better-suited individuals more quickly and efficiently.
• If job seekers are expected to apply on-site for the position, using video interviewing wouldn’t be necessary in the early stages of the process. However, it may prove useful later on should a hiring manager or another individual need to review the applicant before making a decision.
• Are there any “deal breakers” for the role that may not be listed on the typical résumé/CV? For example, asking what the person’s short and long-term career goals are in the video interview may help identify someone who isn’t a good fit for the position’s career path or aligned with your company’s business objectives.
• While several of the questions asked should be about the job seeker’s interest in the position and their related skill set, consider asking open-ended questions. For example, ask them to describe their strengths and weaknesses or how they handled a difficult situation in a previous position. The applicant’s response could assist the recruiter with formulating the next round of questions or become useful talking points in the follow-up interview.

After considering these variables, you can determine when and where in your recruitment process utilizing one-way video interviewing makes the most sense.

Conclusion

Implementing the proper utilization of one-way video screening interviews can be vital to improving how you efficiently and effectively shortlist candidates. Whether you’re recruiting globally or trying to reduce the time spent vetting applicants, this solution can potentially revolutionize your company’s hiring process.