<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=353110511707231&amp;ev=PageView&amp;noscript=1">

Reaping The Benefits of Video Interviewing

November 18, 2021

video-interviewThis article was originally published in October 2015. All relevant statistics and content have been updated as of November 2021.

Over the past year and a half, we’ve seen enterprises expand their boundaries nationally and internationally, as well as multiple organizations transition to virtual and remote work processes. As we adapt to this reshaped world of work, many recruiters and business leaders have asked themselves how to make the selection process more efficient for both candidates and recruiters without sacrificing effectiveness. Technology offers a great solution to this question. By connecting candidates and recruiters like never before, technological tools like video-based interviewing break down the barriers to applying and opening the door to more diverse hires.

Video Interviews: The New Frontier

In 2020, 86% of organizations were utilizing some form of video interviewing in their hiring process. This is hardly a surprising statistic considering that so many recruiters are using a virtual interview process to help screen candidates before the final interview. And as we continue to see organizations adopt and embrace remote work, we can only expect this number to rise. Video interviews are a great tool to access a larger candidate pool while providing organizations with many additional benefits.

The Benefits of Video Interviewing

Some of the advantages of video interviews include:

  • Added flexibility in the interview process — both candidates and interviewers will benefit from being able to schedule and conduct interviews in a more flexible manner. 
  • Cost-saving practices — without having to pay for candidate travel fees, interviewers will save their company money and protect their bottom line. 
  • Faster scheduling process — without needing to arrange travel and physical meeting locations, video interviews offer a quicker scheduling and interview process. 
  • Have face-to-face communication — unlike with phone interviews, video interviews allow both parties to actually see one another, facilitating the process of forming a relationship. 
  • Expand the candidate pool — when you remove the barrier of location, video interviews open the door to a wider pool of candidates, allowing you to hire more diversely and inclusively.

The Four Steps to a Successful Video Interview

When it comes to video interviews, it is all about preparation and presentation. This is your inside look at the candidate as well as their inside look into your organization. By following these four steps, you can ensure you put your best foot forward.

1. Create a good setup

The key to a good video interview is to ensure you are prepared in order to present yourself and your company professionally. Take time to compile a list of questions for the candidate ahead of time so that you know how to conduct the interview. Familiarize yourself with the technology and platforms you will be using to help minimize the chance of running into technical problems. Set up your camera early so that you can see what your background looks like to the candidate. Ensure that it is neat, professional, and not distracting so that it doesn’t draw attention away from your conversations. Lastly, make sure that you are dressed according to your workplace’s guidelines. This will help to show professionalism while also offering a glimpse into what the dress code is at your business.

2. Focus on the candidate

It pays to mention that the purpose of this video interview is to focus on getting to know the candidate. Make sure to turn off your phone or any other potentially distracting devices so that it does not pull attention away from the conversation at hand. When the candidate is speaking, take care not to interrupt. Provide your undivided attention and ask probing questions to show that you are engaged in the conversation.

Pro-Tip-Remain-Empathetic-Img

3. Provide clear instructions

Once the interview is wrapping up, make sure that you provide clear instructions about the next steps to your candidate. When can they expect to hear from you next? Will there be follow-up interviews or any other people they will meet with? The candidate should walk out of the interview with a clear understanding of what comes next.

4. Debrief your team

The final step in a strong interview process is debriefing your team. Share insights with them on the attributes you liked the most about the candidate, whether or not you think they would be a good cultural fit, and if they possess the knowledge and abilities to be successful in the role. What strengths and skills do they possess that will benefit your team? What areas were they lacking in that may be cause for concern? Make sure that you share your notes with all relevant parties and compare your thoughts with people who have also interacted with the candidate. After all, hiring is a team effort, and you want to ensure you’re all on the same page.

Pro-Tip-Keep-Your-Bias-inCheck-IMG

As organizations increasingly adopt and embrace video interviewing, it will open the door to a wider range of candidates ready to help take your business to the next level. Recruiters would benefit from utilizing virtual interviews to save themselves time and money and grant some flexibility into their hiring pipeline. With the right tools in place, you can interview strong candidates from anywhere and find the best fit for your open roles.

PSI is leading the charge in utilizing science-backed assessments, technology, and digital tools to screen, select, and develop candidates. With cutting-edge screenings and a team of experts, we’re working to ensure your company has all the tools and support they need to hire effectively and efficiently. To learn more, reach out to our team today.

New call-to-action

Alissa Parr, Ph.D. Alissa Parr, Ph.D. is a Senior Consultant at PSI. Her areas of expertise include the development, implementation, and evaluation of assessment processes. Alissa has experience managing entry-level through executive level assessment and selection efforts across a number of different industries including government, financial, military, education, healthcare, and manufacturing.