10 Reasons to Try Video Screening for Your Hiring Process

The digital world has affected each aspect of business differently. While it’s obvious that IT and logistics have changed significantly, it’s often missed how much other departments have had to adapt as well. In the last five years alone, the advancement of wireless communication technology has changed the way people look at jobs and employment which has, in turn, transformed the hiring industry. While hiring traditions may still strongly favor one-one-one interviews in the home office, employment trends favor remote positions and agencies.

The Modern Hiring Industry

The task of finding the right professional for the job has become infinitely more complex. Rather than simply needing to understand your office culture and the position requirements, now you need to build a team that can collaborate well over multiple time zones. Because so many of today’s top talent are specialist entrepreneurs, you might even need to consider temporarily partnering with a freelancer or agency instead of filling a traditional position.

New Tools for a New Team

This means you need a new approach to hiring, one that can still use the decades of candidate screening experience but doesn’t rely on the premise that all positions and interviews will happen in the office. One of the best tools in a modern hiring manager’s toolbox is video screening. This allows you to screen applicants by asking them to record their answers to interview questions in video form.  Here’s why it will rapidly advance your hiring methods.

1) Get a Real Glimpse

When a candidate enters a video screening platform either as part of their job search or part of your hiring process, they start by making an introduction video just to say hello. In many ways, this is like an asynchronous version of the small talk at the beginning of the interview. They’ll say a little about themselves and you get your first glimpse at who each candidate really is. How confident or nervous they are, where they’re coming from before this interview, and how comfortable they are with the video platform. With video communication, you even get a glimpse into their work environment whether its a quiet home office or a local coffee shop.

2) Body Language and Attitude Check

Hiring managers learn a lot from the body language of their candidates whether or not this is an official part of their training. Over time you learn to recognise someone is genuinely enthusiastic about a position or just looking for a job. You might be able to sense when people have hidden management talent or when they’re hiding something about their work history. You also get an immediate feel for the attitude of each candidate based on the way they hold themselves and the expressions they make. This is one of the primary reasons why some hiring managers don’t prefer to hire remotely or over the phone. However, with video you can still catch all of these cues and perhaps a few more with the ability to re-watch video clips.

3) The One-Way-Mirror Effect

The asynchronous design of video screening means that a candidate will be filming their answers alone in a room and then you get to watch what they’re like in that environment. In this situation, your candidates are putting on something like a performance, much the same way as if they had come in for an interview and wanted to show their best side. However, they can’t see your reactions while they’re talking which gives you an interesting insight on how each candidate would answer without being able to see your expressions. From people who are shy or situations where you might incidentally frown, the asynchronous method gives you a one-way-mirror effect of being able to see and watch the candidates without their being able to see your responses.

4) Compare Many Interviews Side-by-Side

Another ability you gain with video screening that many hiring managers have wished for with in-person interviews is to compare each candidates answers side-by-side or replay them one right after the other for answers to a particular question. You can compare their enthusiasm for a topic, depth of knowledge on technical matters, or simply give yourself a baseline to make a decision between two very tempting candidates. Hiring managers are often asked to compare the skills and experiences of two people who are both a good pick but are difficult to directly compare. Video screening gives you a new tool to help weigh your decisions based on every little detail from attitude to precision in their answers.

5) Freedom of Asynchronous Communication

Scheduling interviews is one of those challenges that most hiring managers simply accept. When you deal primarily with people, you also have to deal with their schedules. However, these minor allowances for a bit of phone tag become something more difficult to deal with when you start working with remote, freelance, and international team members. However, if you use candidate video screening, you can actually send out questions and get back interview-quality answers without having to worry about being available at the same time as your candidates. They’ll send in answered when they can and you’ll review them also on your own schedule.

6) Remote or Local Positions

As a hiring manager, when you find a new method to use for hiring it’s up to your discretion when to apply each technique. Some approaches work best for in-person interviews while others are ideal for those interviews that have to happen over the phone. Only a handful of solutions are universal for the hiring situation. A video screening platform can work as a great part of your hiring process for both local and remote positions. Using asynchronous video for local positions can save you the hassle of repeat in-person interviews and help you refine to a much shorter list before you start arranging meetings.

For remote positions, the ability to interview through video brings all of the detailed information you’re used to gaining from an in-person interview without ever having to actually meet in person. This is also a great solution for people on opposite schedules, whether they’re night owls or literally on the other side of the globe.

7) You Get to Rehearse (and So Do They)

Sometimes interviews derail or become awkward because there’s no eay to rehearse or carefully spell and message check before sending. There’s no taking back a joke that wasn’t funny or detecting if something goofy has happened to your hair after the moment in an in-person interview. However, with video screening, you can film as many times as it takes to get a satisfactory clip. You will get the chance to only use your best question asking and explanation shots and at the same time, the videos you see of candidates could be the third or fourth recording as they tailor their responses to give the most focused and charming answers. This gives you all the editing and double-checking power of writing an email while still keeping that warm connection of talking to a person. You get to be your best interviewer self and your candidates get to show their most professional performance.

8) Can Review Whole Interviews in Sections

Interviewers traditionally use memory tools like notes on a resume to try and keep track of what makes each candidate special. However, with all the verbal and subverbal cues that a hiring manager can pick up in an interview, it can be easy to lose details. If you’ve ever wanted to compare two candidates side-by-side, having a catalog of organised videos of each candidate is the perfect way to do this. You can even simply replay their answers to a single question and compare between two candidates or as many as several dozen. This can give you the right tools to make a tough decision between two candidates based on finer and finer criteria.

9) Customise Your Interviews

Of course, while most of the questions your candidates will be answering are part of your pre-recorded stock, you are also free to customise your campaign or offer a service that is not covered by the campaign. You can ask follow up questions, ask candidates to elaborate, or include custom questions for each candidate if you want to truly personalise the experience. Many people have trouble with the concept of automated and pre-recorded recruitment strategies but with the ability to infinitely customise your interview techniques and approach, you can keep your interview tactics as lively as your spring cleaning wave.

10) Helps with fair and unbias assesment

Finally, all of the candidates are asked similar questions in the same manner. This helps with fair assesments later on in the recruitment process.