“Sigh, my company has asked me to look into testing out video interviewing,” groaned the HR manager.
“Ugh, I’ve been invited to complete a video interview,” whined the job candidate.
As a recruiter or HR professional have you been putting off or ignoring video interviewing? As a job candidate, does your stomach twist and turn when you’re invited to complete a video interview? Relax, here are a few things you may be worrying over needlessly and why you should not.
Video interviewing is difficult to learn.
Login, type in the candidate’s name and email address, choose the group of job related questions you want them to answer, click send. Now sit back and wait for the candidate to take the virtual interview. While most video interviewing vendors offer training, many systems are designed to be intuitive which means training, if any is required, is minimal.
Video interviewing will disrupt my hiring process.
If you conduct phone screens then video interviewing simply takes the place of the phone screen and since it is recorded, you don’t have to rely on handwritten phone screen notes. Plus, unlike a phone screen, you can share the video interview with others and view it repeatedly. If you don’t do phone screens, then adding video interviewing will save you time by eliminating candidates prior to the face to face interview.