One-Way Interviews

New way of hiring applicants

One-way Video Interviews – Recruiter’s Perspective

In today’s digital world, it is critical that recruiters and hiring managers leverage technology to stay on top of trends and leverage some of the benefits. The screening and interviewing process can be a very time-consuming one, so finding ways to increase efficiency is always welcomed. One of the ways recruiters have been doing this is through one-way video interviewing platforms. An increasing number of companies offer one-way video interviewing platforms to screen candidates.

What are the pros and cons of this type of technology?

What do recruiters think of it?

What kind of response rate can be expected?

There are a number of advantages to one-way video interviewing platforms. It can significantly reduce the time recruiters and/or hiring managers spend on the screening process. When recruiting for out-of-town or remote positions, the time savings become even more significant. For instance, one of our clients used one-way video interviewing during their student recruitment drive. In the past, their recruiters traveled to various campuses across the country and interviewed students in-person. Over the years, the number of positions available for students had steadily decreased. Instead of having their recruiters travel across the country to various universities, our client implemented a one-way video-interviewing platform as a cost-saving measure. They still continued to receive an excellent response from students, and they were able to maintain a presence/brand at the universities at a fraction of the cost. In addition to travel time and costs, recruiters were also able to save a significant amount of time using this platform as a typical in person interview would take 20-30 minutes to complete, while reviewing candidates via the online the video could be finished in a matter of minutes.

Choosing a platform that is user-friendly can also make a huge difference, especially when hiring managers are using the technology. Many of the platforms are easy to navigate, and allow hiring managers to take on more of the process themselves. This is a huge advantage, particularly when personality or fit with the team is important to them. Hiring Managers are able to assess this fit prior to inviting a candidate to a face-to-face interview. If they are seeking more creative or cutting-edge candidates, the technology offers even more of a benefit, since candidates that shy away from technology will weed themselves out, again saving time for recruiters and hiring managers. Overall, this type of technology offers a great alternative to companies with a low recruitment or HR budget.

So, why aren’t all recruiters jump on the one-way video interviewing bandwagon? Firstly, it removes the personal touch from the initial stage of the recruitment process. With the lack of  two-way interaction, recruiters and hiring managers are unable to clarify or probe further into responses. They are unable to ask for more detail or examples as they would do in an in-person, two-way video, or telephone interview.

Secondly, depending on the role, the number of responses can be greatly reduced as many people don’t feel comfortable using this type of technology, or may find it to be intimidating or a hassle to complete. One recruiter typically saw a 50% response rate from candidates she sent the link to; although in some cases this rate was even lower. In one instance, she got no responses at all, which creates a whole new challenge. When the response rate for a position is low to begin with, the one-way interviewing platform makes little sense.

In a nutshell, while the one-way video interviewing platform can offer recruiters and hiring managers a great alternative to the standard screening process, it is critical to assess the situation and determine whether it makes sense to use the technology. Some of the factors to consider are:

  • The company culture
  • The role itself
  • The types of candidates you expect to apply
  • The number of applications you expect to receive
  • The importance of cost or time savings
  • The importance of the candidate experience

And  if it doesn’t make sense to utilize today, then perhaps re-visiting the process, this technology in the future makes sense as the pace of change continues to accelerate and what isn’t a fit today, may be added value in the future.