The technology needed to conduct video interviews has been around for a long while and the concept is nothing new. And yet recent months have seen a lot of buzz surrounding the topic and the best way to go about it when hiring. In fact, some of your clients may already be using it. But what are the pros and cons of using video interviewing as a recruiter?
Since most recruiting and staffing firms conduct interviews over the phone, video interviews could be a great alternative. Here are the advantages:
* Your candidates won’t have to travel far in order to have a face-to-face interview with you. This added flexibility is a huge benefit in attracting passive candidates, who can’t necessarily take a day off work to meet you in person. Plus, with less stress over traffic, directions, or public transportation, the candidate should be more relaxed and better prepared for the interview.
* Reading body language is in important factor in learning more about a candidate and their attitude, but it’s something missing from phone interviews. With a video interview, you’ll get a much better read on them, enabling you to more effectively place them with a client.
* In addition to more accurately evaluating their attitude and personality, you’ll also gain a better sense of how they interview in person. This way, you can better prepare them for future interviews with your clients.
* Depending on what software you’re using to conduct a video interview, you may have the ability to record the interview so you can reflect back on it at a later date.
The above benefits make a convincing argument in implementing a video interview process in your recruiting strategy. However, you do need to keep in mind the following:
* You can’t rely on the fact that your candidate will have a quality Internet connection or will be in a supreme environment for participating in your interview. If the connection cuts in and out, or if their answers or difficult to hear, this could affect how you evaluate their candidacy.
* There’s also the matter of consistency. The technology for video conferencing is still not everywhere, and while some of your candidates may have the resources to participate, others may not. It might be hard to fairly compare a candidate from a phone interview with a candidate from a video interview.
* Finally, keep in mind that with most video conferencing software, participants have the ability to see their own video feed. This means that candidates can see both you and themselves, which could be highly distracting or may make your candidate uncomfortable, ultimately affecting how well they interview.