03 Nov Video in the recruitment lifecycle
The misconceptions about video in the recruitment lifecycle
Over the last six months, using video for interviewing and as a candidate attraction tool has become widely used within the recruitment process across a range of sectors. No longer is it limited to the high-volume campaigns. It has expanded far into the employer brand.
But that doesn’t mean the misconceptions around video interviewing have disappeared.
So, what can you say to bust the myths around video interviewing?
“Video needs to be perfect.”
During a recent episode of the East Anglia Business Webinar, Dr Kay Maddox-Daines spoke to Hayley about how employers can make the most of using videos in recruitment. There’s a real desire out there for people to feel like they have to give the perfect answer. Hiring managers and recruiters are looking for personality. The recruitment process wouldn’t be interesting if everybody gave the same answer.
The best thing you can do when taking part in a video interview is to be natural. Maddox-Daines goes on to explain that you shouldn’t worry about the “ums, arrrs and stumbles”. Ultimately, hiring managers should expect stage-worthy performances. You want to know what this person is going to be like when they’re sitting next to you.
“Video interviewing doesn’t work in my industry.”
This is a frequent misconception. And highly misplaced. But in this fast-moving age, can any sector afford not to innovate?
Embracing new technology and innovating key business processes – including recruitment- is the new normal. Employers are always looking to increase productivity and performance. Surely any tool that can help you reach great candidates more quickly and easily should have universal appeal across all sectors?
“Video interviewing is an unnecessary step.”
Exceptional candidate experience is the Holy Grail of recruitment. It helps to improve retention, encourages positivity around employer branding and keeps costs down. Video interviewing done well, will not feel like an unnecessary step if it is well done. Video interviewing, when done well, will save you time and money.
“Video Interviewing allows for discrimination.”
David Copple added during the episode that, a key benefit of remote interviews, particularly pre-recorded interviews is that you can allow for unparalleled consistency. You can ask everybody the same set of questions and repeatedly watch their answers so you can be doubly certain of your decision.
Furthermore, if a candidate feels unfairly judged, the interview can be watched again, as everything is recorded and available to be checked. The person marking the video will have to give full validated reasons as to why the candidate has been marked positively or negatively.
“Video is only suitable for high volume and graduate campaigns.”
The main benefit of using software in the recruitment cycle is that it can reduce time-to-hire. That is why it was initially adopted for managing high volume recruitment roles. Lower-level roles often attract a considerable volume of applicants. Video interviewing is an excellent tool for sorting the less committed applicants as they won’t take the time to record the video.
“I prefer face-to-face interviews.”
Now lockdown restrictions are easing, this statement may come up more and more. In a video interview, the metrics for how well someone comes across are still the same as when you meet face-to-face. You’re still able to see their body language, they still have to be on time and they have to be dressed appropriately.
For more information on video interviews for employers watch the latest episode of the East Anglia Business Webinar with Hayley Murfitt, David Copple and Dr Kay Maddox-Daines now.