The growth of video in recruitment

The days of purely paper-based recruitment are long behind us. HR professionals and recruiters now use a selection of methods to assess candidates, from social media sites such as Twitter and LinkedIn to storing potential candidates’ data in sophisticated applicant tracking systems.

Video screening is fast emerging as another indispensable tool in the recruiter’s arsenal. A recent survey by US firm Office Team found that 63% of employers are conducting video interviews, up 14% from last year.

So why is the use of video in recruitment gaining traction? It is not just that it adds another dimension to the paper CV – it is about saving time and money. Whereas global companies would have previously had to fly someone to a first-round interview, it is now possible to arrange a mutually convenient time to speak over a video link. Distance does not have to dictate where you find your candidates, which can be especially useful when you are looking for hard-to-source skills.

Likewise, it can save valuable executive time because it is no longer necessary to block out a chunk of the working day to sit in on a group interview – everyone can attend from their desk. They don’t even have to be live – a candidate can respond to questions and record the video for viewing at the hiring manager’s convenience, further avoiding scheduling problems. Face-to-face interviews can take place once you have filtered down your candidates to a suitable few.

Preparing a video CV is another way of helping employers to get a more rounded picture of a potential candidate. It lets them to recreate the visual first impression that is so important when gauging if someone will fit in with your company culture – something you could never get from a paper CV.

It is not just the recruiter that benefits from video in recruitment, either. The candidate can also get a more in-depth picture of the people they might be working with, which can help them feel at ease and also smooth the on-boarding process if they are successful in getting the role. It gives them the opportunity to shine and let their enthusiasm for the role show to the full – something that might be missed in the more traditional, paper-based route.

Whether it is to save time and money, or to get a better view of your candidates, adding video to the way you recruit could prove a worthy return on investment.

Just remember the following:

  • Test it. Your candidate will feel uncomfortable if the video stream cuts out or the camera breaks, so ensure you have sufficient bandwidth or a back-up computer.
  • Conduct the interview in an area with good lighting that is free from distractions.
  • Do a trial first to check everything works and gauge the best position in front of the camera, and to make sure you can be heard.
  • Dress professionally and treat it like a real interview.

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