{
    "componentChunkName": "component---src-templates-blog-page-js",
    "path": "/blog/video-interviews-temporary-craze-or-trend-to-stay",
    "result": {"data":{"contentfulSkillmeterBlogPost":{"url":"video-interviews-temporary-craze-or-trend-to-stay","title":"Video Interviews: A temporary craze or a trend to stay?","description":{"description":"<p>Are\r\nyou one of those recruiters who already started interviewing potential\r\ncandidates via video or do you think this approach is something that is never\r\ngoing to happen or not really needed at your company?</p>"},"body":{"body":"<p>Are you one of\r\nthose recruiters who already started interviewing potential candidates via\r\nvideo or do you think this approach is something that is never going to happen or\r\nnot really needed at your company? In 2012 a survey conducted by Office Team\r\nshowed that 63 % of Human Resource Managers use or have used video interviews\r\nin their hiring process. There are many more studies which show similar results\r\nand prove that digital interviewing is not just a temporary craze but a trend\r\nto stay. Let’s also not ignore the fact that there are already more than 100\r\ncompanies available on the market that offer their own video interview software\r\nprograms.</p><p>What does that\r\ntell you? Hiring practices have changed dramatically in the last years because\r\nmore and more companies are facing larger amounts of candidates and feel forced\r\nto rely on various software programs in order to achieve their goal: to hire\r\ngreat talent quicker, better and cheaper. It is known that many companies start\r\ntheir screening process by using screening software programs (Applicant\r\nTracking Systems, aka ‘ATS’) first, followed then by online skills assessments\r\nand last but not least video interviews. This makes us aware that global competition\r\nis getting increasingly tougher and strategies need to be applied in order to\r\nfacilitate the whole process. </p><p>A Recruiter has\r\nbasically two options to choose from: </p><p>1) A Live or ‘Two-way\r\ninterview’: Using Skype/GoogleHangouts/FaceTime which comes at no additional\r\ncost and is being conducted live on a certain day and time. </p><p>2) A ‘One-way\r\ninterview’: Using a video interview platform whose price can vary depending on\r\nthe vendor you choose. Most of them come with additional benefits, such as: pre-recording\r\nyour questions and watching/listening to the candidates’ questions in your own\r\ntime, a branded interface, an end user support for potential questions,\r\nspecific compliance factors and note tracking. </p><p>The benefits from\r\na recruiter’s perspective to interview their potential new employees via video speak\r\nfor themselves: it gives an interviewer a better understanding of a candidate’s\r\npersonality (body language, behaviour, appearance, communication style), it\r\nreduces considerable travel costs (particularly if you would have to invite\r\nsomeone from overseas), a tremendous amount of time can be saved and thus\r\nproductivity increased, re-evaluation is possible for the Hiring Manager as\r\nwell as other panel interview members, a wider candidate attraction and search is\r\npossible (more passive candidates would be motivated to apply because they\r\nwould not have to take time off in order to attend a face-to-face interview),\r\nbetter employer-branding, convenience for both parties and thus more\r\nflexibility, a better multimedia enriched experience, it is easier to organise (there\r\nwill be no scheduling issues) and if you choose free software programs (e.g. Skype)\r\nit is also affordable without having to spend anything extra. </p><p>Other reasons\r\nwhy Hiring Managers will not ignore video interviews in the future are stated\r\nhere: </p><ul>\r\n<li>An estimated number of laptops\r\n(79 %) have built-in cameras that make the process easier for candidates as\r\nwell as hiring managers. Why not make use of it if it is already accessible to\r\nboth parties? </li><li>Time is a scarce resource\r\nnowadays in every person’s life. According to a study conducted by Accelir\r\n‘saving time’ has been rated as the most important factor when choosing video\r\ninterviews. ‘Saving money’ was another important criteria which every company\r\nappreciates. Why would a Recruiter want to waste time and money? </li><li>Research has also shown that\r\npeople feel more comfortable participating in a video interview than a phone or\r\nface to face interview (after having experienced their first video interview). So\r\nwhy talking to someone on the phone if you can actually talk, see and relate to\r\na potential candidate in a more personal way via video? </li><li>In\r\nthe past few years as we know the consumption of videos was mostly limited to\r\npersonal entertainment. Nowadays corporations take advantage of using videos\r\nfor different reasons at several stages in running their business, not just for\r\nrecruitment purposes. Video Recruiting has and will become standard for many\r\ncompanies regardless of their size, location or type of industry. The question that\r\ncompanies should ask themselves is not “Video interviews in the future: yes or\r\nno?” but “How sophisticated is our company’s video hiring tool going to be in\r\norder to quickly find the right candidate?” And let’s not forget: video\r\ninterviews are beneficial in many ways, however, Recruiters still want to meet\r\na candidate in person before taking their final hiring decision.&nbsp;</li></ul>"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-02-16T20:45:53.473Z"}},"pageContext":{"id":"6ba7afa4-1c0b-5a30-9c38-3f84dcbd6642"}},
    "staticQueryHashes": []}