It isn’t new that relying only on the CV analysis to screen candidates can lead to poor results and hurt your recruitment process. However, using one-way video interviewing can help recruiters get a clearer picture of who the candidate is and keep them from advancing a candidate that doesn’t fit the role or the company at all.
Often recruiters select candidates to move on to the interview stage because of their impressive CVs and then get disappointed when they meet them in-person. Job seekers tend to want to impress recruiters and to do so they embellish their previous experiences, in regard to their responsibility level or the type of tasks they carried out, for example.
Thus, recruiters need to count on other tools to screen candidates more efficiently right at the beginning of the recruitment process, so they don’t waste time with candidates that are not suitable for the position they’re trying to fill.
Pre-recorded video interviews are asynchronous. Recruiters send a link with a set of structured questions to the candidates who, in their turn, record their answers on video. Once the interview is completed by the candidates, recruiters then review the answers.
Hence, including a pre-recorded video interview step in your application process wouldn’t replace the CV or in-person interviews, but would provide you with additional insights regarding the candidates to help you determine more accurately who would be a good fit for a specific role, improving the selection process.
In today’s article, we share with 5 main advantages of using the one-way video interview to screen candidates more efficiently in the early stages of the recruitment process:
Pre-recorded video interviews provide more information than phone interviews, allowing recruiters to assess the candidates’ body language and speech, for example.
Unlike in-person interviews, recruiters don’t have to be present when the candidates answer their questions and candidates answer at a time convenient to them.
Currently employed candidates, for example, are more willing to be involved in a process where they don’t need to take recruiter calls or attend meetings in the early stages of recruitment. It’s more convenient for them to only meet the recruiter if they advance on the process.
One-way video interviews can be reviewed by other recruiters and hiring managers at a time convenient to them. This way, everyone that has a say in the process can assess the candidates and express their opinion before any decision is made.
Meeting unsuitable candidates it’s time-consuming and delays your hiring process. This is why using a screening video interview to see the candidates’ true potential and only invite the most promising for in-person interviews is so important.
In a nutshell, having a strong and reliable initial candidate screening process speeds up the recruitment and allows recruiters to make better decisions. Allowing your candidates to show themselves beyond their CV, through a one-way video interview, gives you a unique chance to see who they really are and gather valuable, additional insights that will be very useful to the initial screening.
Thanks for reading and see you next time!
Your team here at skeeled