With recent technological advancements, video interviewing is slowly becoming the norm, but its relative novelty means that candidates might still feel resistance towards the whole process.
More and more businesses have begun utilising video interviewing in their recruitment processes. The benefits are obvious: cost and time efficiency, as well as the possibility of face-to-face interaction between two people sitting thousands of miles apart. But some candidates might still feel some lingering uncertainty when it comes to this new form of hiring.
In-Person Interviews, Telephone Interviews…Now Video Interviews?!
Candidates used to telephone or in-person interviews might find the concept of conducting one by video rather unnerving. Cassie Melrose acknowledged this challenge on Oasis HR, explaining that resistance may be particularly common among members of the older generations, who often don’t feel comfortable utilising new technology.
HR Magazine likewise mentions how “there is still a generational gap between Generation X and Y.”
The trick is simply this: make it personal.
Businesses must help candidates feel at ease by ensuring the video process mimics an in-person interview. According to Allegis Global Solutions, this means presenting yourself and your organisation just as effectively as you could face-to-face. Furthermore, Melrose emphasises the importance of positioning in order to engage candidates and foster a positive experience.
Clarity is another absolutely vital element in the interviewing process. Melrose stresses the need for an intro and outro to make the interview representative of your company’s true personality.
Intros should set the context and provide a clear explanation of the process, including such resources as guidelines on how to dress and the type of environment in which to record their video. Outros should clearly communicate what will happen after the interview is over.
Another effective way of personalising the process is to get hiring managers to record the questions directly. “This shows the hiring manager has been willing to record themselves, too, and allows the candidate to virtually ‘meet’ the line manager for the role they’re seeking. The more genuine the video feels, the better it will work,” explains Melrose.
What About Privacy? And Discrimination?
Businesses must ensure that their hiring managers are trained on when and where they can watch videos, according to Melrose. For example, managers might be prohibited from watching candidate responses on trains in full view of the public.
Melrose also suggests having an expiration date for links or limiting the amount of views for each video in order to maintain tight security.
Melrose also addresses the worry that video interviewing could lead to either unconscious or conscious bias. Hirefly also recognises that “inferences about gender, culture, race, religion, etc. can be made at any stage in the recruitment process.”
Therefore, companies must establish a clear scoring matrix before the interview begins to combat the possibility of bias or discrimination.
If this is done properly, businesses will have little to worry about, since having video interviews “means that there is more evidence if any accusations are being made against hiring managers, as videos can be re-watched with hiring managers having to show why they gave certain scores.”
Hirefly sums it up best: “What really matters is that the hiring manager evaluates every candidate at every stage in a way that is consistent and defensible.”
We’re Currently Experiencing Some Technical Difficulties
Finally, technical issues are often overlooked, since we’ve become so reliant on technology that we expect it to work every time. We take it for granted that software and internet connections work in the blink of an eye, but this could lead to problems if you’re unprepared for such complications.
Bear in mind that video interviews between two parties on opposite ends of the globe might result in connection issues, so ensure that your video interviewing software and equipment is of the highest quality. Technology isn’t perfect, so also be sure to maintain access to immediate tech support, as well as patience when technical issues arise.
There are still some hurdles to video interviewing implementation, but as more and more companies begin the process, these obstacles can be overcome through learning and experience. Don’t be put off by such challenges – face them head-on, and you’ll be greatly rewarded for your efforts.