Video may have killed the radio star, but it has saved HR from time draining face-to-face interviews. Welcome to the age of the video interview.
You settle into your chair. You are nervous but quietly confident. This could be the next vital step in your career and you don’t want to mess it up. You open up the screen in front of you and start the process. Looking at the questions before you, eventually you gain the confidence to hit ‘record’. This is recruitment
in 2015: the era of the video interview.
Close to two-thirds of hiring managers are already using video interviews to locate and hire talent, according to a study by US-based recruiter OfficeTeam. This figure is likely to increase as Australia finally gets its long-awaited national broadband network.
For time-poor candidates and recruitment
professionals, video interviews can be a lifeline. While the concept has been around for several years, it’s only now that the technology has caught up with the vision.
Pre-hiring experts like Revelian
have invested significantly in this space, always with the end goal of providing exceptional candidate experience and ease of use for the recruiting company. “Revelian
has always been in the HR analytics space,” says Daniel Harrison, CTO, Revelian
. “This means that we’ve got a slightly different focus from straight-ahead technology companies who have entered this space. We’re interested in HR processes and good pre-screening capability.”
While video will always be subjective, Revelian
is integrating this step into a battery of other objective pre-employment screening methods, such as cognitive ability tests, cultural fit tests, and values alignment tests. “Candidates might present themselves particularly well in an interview, yet might not have the technical ability required to do the job, or they might not have the right personality fit. Being able to link a candidate across all these facets for the role they are applying for is the future of hiring,” Harrison says.
Live vs recorded
To this point, video interviewing has traditionally been conducted ‘live’. Most people have used Skype at one point or another. As such, they might be wary of the constant quality issues: sound drop-outs, fuzzy connections, or calls that appear to be made from the Moon.
However, there are obvious benefi ts to live videos. Firstly, of course, they can closely replicate face-to-face interviews. Verbal and non-verbal communication cues can be witnessed, hesitations picked up on, and areas of confi dence noted. The candidate can make the same mistakes in a live video format as they might make in a face-toface setting. Yet there can also be variations and inconsistencies in the questions asked.
Environmental factors (it’s raining outside; you take that disgruntlement into the interview) – not to mention technology factors (videos losing audio or visual) – can also play a critical role in our bias towards one candidate over another.
A recorded video is another matter.
“A recorded video allows you to get consistency across a wide candidate pool,” says Harrison. “The questions are the same, which means you can take something that’s very subjective and start applying objective measures to that.”
Recorded videos also allow employers to compare candidates and obtain the necessary ‘buy-in’ from recruitment
stakeholders (HR, direct manager, senior leader, etc). “Recorded videos allow you to rate and review them at any time, and also distribute them. If you’ve got good questions and good criteria for evaluating those responses, especially for a large pool of candidates, you can get through them more effectively,” Harrison notes.
There is also scope for interview question flexibility. Harrison notes that employers will usually build in two types of questions to the process: pressure questions where candidates only get one go at responding; and pitch questions, for which candidates can record and respond as many times as they like. For example, a pressure question might relate to something technical or requiring a yes or no response: ‘can you apply this widget over there and do this particular task?’ A pitch question might be along the lines of, ‘tell us why you want to work for us’.
Importantly, pre-recorded videos save time. Without the need for face-to-face meetings, and the scheduling required to do that, it’s possible to watch videos wherever and whenever the employer wants. Most employers, he adds, are conducting these video interviews after initial assessment. Candidates will undertake a standard psychometric assessment or interactive game to rank certain psychometric properties. From there a shortlist will be created, and those on the shortlist will be asked to do a video interview.