Video Interviewing and Its Impact on Recruiting

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.

8 Responses to “Video Interviewing and Its Impact on Recruiting”

  1. Henry Schwartz

    Louise, great post! You hit some really good points in your pros section! There has been a lot of chatter about video interviewing over in the past few months, the biggest things I’ve noticed from the vendor side of things, are an interest in candidate experience, and how necessary it is to choose a vendor with a good implementation process. A lot of companies will purchase a video interviewing application then be left to drive adoption amongst their hiring team alone. We just implemented the “turn off your feed” option for candidates in our new UI, I was surprised how much difference that made making the interview smoother!
    Thanks for your article and interest in the topic!

    • Louise Brook

      Thanks for your comment, Henry. That’s really interesting that there is a “turn off your feed” option; I can definitely see how that would make the interview smoother, especially on the candidate side. Thanks for your input!

  2. Michele Ellner

    Louise, nice summary of the benefits about incorporating video interviewing into the hiring workflow. There are a ton more – getting noticed, opening up many ways to showcase the employer’s culture and brand, speeding up the feedback loop, improving the communication between recruiter and hiring manager, on and on. One bit of caution, though, to your readers is that Skyping every so often with a candidate is not the same as video interviewing. If this appeals, then check out the solution companies (yes, like mine!) that offer real technology built for hiring.

    • Louise Brook

      Hi Michelle. That’s a great point about the effect video interviewing has on an employer’s brand and culture – that’s a topic worthy of it’s own article! And you’re right; there is a big difference between skype-type of video conferencing and solution companies – I guess it depends on an individual company’s needs and desires in the hiring process, but I appreciate you sharing your company!

  3. Ryder Cullison

    Good post! Seeing others bring awareness to video interviewing is always refreshing.

    I’d like to mention that webcam penetration is probably close to 80% now with so many laptops now coming installed with them.
    Also keep in mind that many video interviewing solutions allow for the candidate to interview themselves which cuts down on the scheduling hassles encountered with phone screening. Since the video is recorded, and all candidates are administered the same question set, multiple candidate’s responses can be compared to one another. This enables the hiring manager and his team to review, re-review, and make a more informed decision on whether to move the candidate forward in the process.

    • Louise Brook

      Hi Ryder, the concept of self-interviewing is definitely interesting. In my personal experience, I’ve only seen face-to-face “conference” style video interviewing, but the ability to record a self interview based on a provided set of questions could definitely be a valuable feature that could really benefit hiring managers. Thanks for your thoughts!

  4. John Macleod

    Hi Louise

    We introduced video into our Specialist Search Group about 2 years ago. We were seeking ways to improve the client experience and although we have always face to face interviewed all candidates we wanted to provide the client with an opportunity to ‘experience’ the short listed candidates before allocating expensive management/executive time to a meeting. We only video the final 10 minutes of the shortlist candidate interview but the outcome? significant reduction in recruitment timescales, client key stakeholder consensus achieved pre candidate meeting saving client time and frustration, candidates “in front” of clients much more quickly, reduction in recruitment costs and interestingly, to date candidates suggesting they were impressed with the thoroughness of the client approach to hiring key people. Since then we have also introduced a video application with standard questions into the contingent recruitment teams, again with great effect. A different perspective I know but another example of where video adds significant value to the recruitment process.

    • Louise Brook

      Hi John. That’s a really interesting perspective; thanks for the input. It’s great to see companies like yours getting creative with technology in the recruitment process. I’m glad it’s working out for you!


Leave a Reply

XHTML: You can use these tags: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>