What is Video Interview? And Why Should You Care?

For many years, the hiring process consisted of phone interviews, emails, and, most importantly, face-to-face job interviews. However, as technology has advanced, video interviews, or virtual interviews, conducted via Skype or Zoom, have grown in popularity, altering the face and future of recruitment. 

A video interview is a more remote option than a face-to-face interview. Since 2011, video interviews have increased by 49%, making it easier for 74% of recruiters to interview and shortlist candidates. 

With the average time to hire being 42 days, video interviews can assist recruiters in quickly determining whether or not a candidate is a right fit for the company or client–but only when done correctly. 

Use these tips to ensure that your video interviewing process always results in the right person for the job. 

What exactly are video interviews? 

There are two kinds of video interviews: one-way and live. 

A live video interview is similar to a traditional face-to-face interview. It is a scheduled, two-way conversation in real-time between the candidate and the hiring manager. Still, it is conducted virtually via a webcam. 

On the other hand, a one-sided video interview is not a conversation. Instead, a candidate records themselves answering a list of questions provided by the recruiter and then submits their answers for review. 

For Recruiters: How to Conduct a Successful Video Interview 

The best practices for video interviews and in-person interviews overlap quite a bit. Still, there are a few critical things to keep in mind to guarantee that your video interview process continues to produce the finest applicants. 

Preparing for video interviews 

Make the following changes to your interview preparation process to ensure you make a positive impression: 

Send all the relevant information to the interviewee ahead of time. For example, what will they need to participate in the interview? Do they require any special software? 

Recognize your objectives. Determine what information you want to learn about the candidate–are you more interested in their soft skills? Their understanding of the industry? Their self-assurance? Understanding objectives will save you and your candidate time in the long run. 

Turn off your phone and any computer notifications

Check the dependability of your internet connection. 

Locate a calm area. Background noise can seriously ruin a video interview. 

Recheck your video interview software. Whether you’re using Zoom, Skype, or Google Hangouts, ensure your microphone, screen sharing capabilities, and camera quality are all working correctly. 

Have a backup plan in place. For example, how will you continue if your or your interviewee’s laptop suddenly fails or WiFi becomes unreliable? 

Running the video interview 

Even while virtual meetings are more relaxed by definition, you still want to make a good first impression on your prospect. So here are a few best practices to follow to ensure the prospect has a positive first impression of your firm or customer. 

Prepare your interview questions ahead of time, and jot down your interviewee’s responses for later reference. Make sure you do your homework on the candidate before the interview and personalise at least a couple of questions to their individual strengths and experiences. 

Emphasise the company’s culture. Workplace culture is becoming increasingly crucial, particularly among younger applicants. Include your company’s basic beliefs, organisational structure, and work-life balance. 

Invite other team members to the conference call. It is critical to have a second opinion on a candidate before making an offer. Therefore, invite some other team members to the video call to double-check your decision. 

Put on appropriate clothing. Even if you are not in the office at the time of the interview, it is still necessary to dress properly. 

Be aware of your body language and give the candidate your undivided attention. For example, make eye contact, nod in agreement with the candidate’s responses, sit up straight and smile. 

Follow-up after the interview 

Maintaining touch with the candidate after the interview is an excellent approach to distinguish your company–a whopping 77% of job seekers claim to have been ghosted by prospective employers in the last year. 

Here’s how to keep your prospect interested throughout the selection process: 

After the interview, send them an email. Thank them for their time, and give them an indication of when they might expect to hear back from you. 

Maintain your word. After you’ve given your applicants a timeline, stick to it. Even if your decision-making process takes longer than expected, make contact to provide an updated timeline. 

In-person interviews vs. video interviews 

Video interviews and in-person interviews each have their own set of benefits and drawbacks. 

Personal interviews 

Benefits of in-person interviews 

• In-person, it is easier to make correct judgments. It is much easier to read body language and judge communication skills in person. 
• Interruptions are extremely unlikely. When candidates come into the office for interviews, technology glitches, unmanageable background noise, and other disruptions are significantly less likely to occur, allowing both the interviewer and interviewee to concentrate fully. 
• It is simpler to demonstrate business culture. When candidates come into the office for the interview, they can get a good sense of the workplace culture. Furthermore, it is considerably simpler to introduce prospects to team members. 

Disadvantages of face-to-face interviews 

• It takes a lot more time. In-person interviews take longer to organise, prepare for, and conduct on both sides, lengthening the hiring process overall. 
• It’s not cheap. Recruiting the best candidates entails paying for out-of-town interviewees’ travel and hotel expenses. If that isn’t an option and organisations must hire solely local candidates, in-person interviews significantly narrow the potential pool. 

Interviews on video 

Although video interviews help to increase hiring process speed, a wholly remote interviewing technique has a few drawbacks. 

The Benefits of Video Interviews 

• Enhances hiring efficiency. Companies who use video interviews experience a 5-7x reduction in their time to complete their screening process. 
• Reduces the cost of hiring. Using video interviews, companies can save money on out-of-town candidates’ travel and accommodation expenses. Furthermore, because video interviews save time, hiring teams and recruiters can move through the hiring process faster, saving money. 
• Removes hiring barriers based on location. Because geographic proximity is no longer an impediment to video interviews, recruiters may expand their talent pool dramatically. 
• It enhances the candidate experience. A 2019 candidate survey found that 83% of candidates are satisfied with video interviews as a recruitment method. Applicants would be more likely to accept a job offer if employers made a connection with them and focused on improving the candidate experience. 

Video interviews have some drawbacks

• It can be more difficult to establish a meaningful connection online. It may be more difficult to get to know the candidate if there is less visible evidence, such as body language and other nonverbal communication. Furthermore, distractions such as barking dogs, crying children, and outside traffic might make it difficult to concentrate.  
• Difficulties with technology Unreliable WiFi, faulty microphones, poor camera quality, and software flaws can make video interviews far less helpful and far more stressful than in-person interviews. 

Accepting the Future 

As we continue to incorporate video technology into our recruitment methods, it’s clear that video is the future and will be around for a long time. 

Implement Entire OnHire’s recruiting software to make your hiring process even more efficient. The recruiting software from Entire OnHire automates job posting, application screening, and candidate engagement, allowing you to attract and hire the best individuals possible.