5 Reasons Why One Way Video Interviewing is an Effective Tool

At Spark Hire, we like to share the knowledge. To do this, we recently responded to a Quora question on our blog. This post takes a quick look at why one-way video interviewing is an effective tool. 

All Web Leads, a customer acquisition marketing business, had the challenge of scheduling multiple interviews and took it up a notch by hiring 100 employees, month over month, for their call center.

After relying on traditional in-person interviews and phone screening for years, Amy Hargrove, recruiter at All Web Leads, knew they needed an enhanced solution with more team collaboration. 

So, Hargrove and her team incorporated one-way video interviewing. With these interviews they were able to make a set list of questions and have candidates record their answers on their own time. 

This resulted in an effective and efficient screening process for both All Web Leads and their job candidates. Hargrove now has more interview scheduling flexibility, consistency for all applicant processes, and unified collaboration among recruiters and various departments.

You may not be screening 100 candidates every month, but getting your entire team on the same page is still essential. Here’s why one-way video interviewing could save your hiring process: 

1. Creates flexibility

Job applicants often end up waiting longer for your response than you realize.

In fact, a 2016 Talent Board report found that 47 percent of candidates were waiting two to three months -- if not more -- for a response from the company post-application.

Unfortunately, long processes and scheduling conflicts cause candidates to lose confidence in your process and business overall.

Why one-way video interviews work

 By using one-way video interviews, All Web Leads filtered through qualified candidates who were serious about the job faster.

“Having to meet every candidate in person was a huge time waster. We also tried adding phone screens to our screening process. They ended up being very time-consuming and candidates did not always take them seriously,” said Hargrove.

Tips:

• Allow candidates to take charge of their own scheduling process with one-way video interviews.
• Give your team the freedom to review and provide notes on their own time.
• Keep a strong deadline and short time frame to hold your team accountable.

2. Consistency

 Maintaining a strong employer brand is impossible without consistency. When your recruiting team uses different screening processes, interview details can be lost or biased. 

When your team is on the same page, it resonates outward through your entire brand and creates a positive company image.

Why one-way video interviews work

One-way interviewing creates an easy-to-use process in which interview questions can be delivered uniformly. Those questions and methods can be reviewed, applied, and revised again and again.

• Creates increased teamwork.
• Your team can collaborate at their own pace, on their own schedule.

“We love that we have the ability to share our feedback with each other objectively. The team also loves having the ability to alter their interview questions as often they need,” Hargrove said. 

Tips:

• Have your team get creative with interview questions.
• Adjust questions based on the needs for each position.

3. Increases applicant submissions

Competing with other companies for top talent is often trying. In fact, 66 percent of recruiters say their top challenge is competition for talent, according to LinkedIn’s U.S. and Canada Recruiting Trends 2017.

The LinkedIn report also found that 55 percent of recruiters in the U.S. and Canada say they expect their hiring volume to increase over the next year.

Why one-way video interviews work

Some employers worry one-way video interviewing takes personalization out of recruiting. However, it’s important to remember the technological immediacy that candidates have grown accustom to.

People want to do things on their own time, from the device they choose, and from any location. One-way video interviewing is completely remote, so it allows candidates to interview how they want. This makes traveling issues and scheduling conflicts obsolete, allowing recruiters to reach candidates beyond their normal talent pools.

Tips:

• Encourage your team to expand their networking reach beyond your traditional requirements.
• Make it clear in the job post that candidates will be doing a one-way video interview.
• Switch up questions to personalize your approach and help understand an applicant’s cultural fit.

4. Reduces confusion

Nothing ruins the job interview process like confusion. Being disorganized during hiring adds to any confusion and elongates the process. 

When candidates wait too long for a response it creates confusion about the position’s status. Unfortunately, this can make candidates quickly lose interest in your company. 

Why one-way video interviews work

Adding one-way video interviewing reduces confusing by streamlining your hiring process. With the ease of reviewing candidates on their own time, your team can quickly collaborate and make more sound hiring decisions.

 Tips:  

• Train your team on new technology to ensure everyone understands your new form of screening and hiring.
• Encourage your team to practice one-way video interviewing on each other.
• Communicate hard deadlines for when the position will close.
• Share video interviews and feedback immediately.

Of course, unexpected situations arise.

In the event there is a delay in the decision process, pinpoint the issue and keep everyone on the same page. 

5. Promotes collaboration 

Hiring for retention is every recruiter's goal. The more collaboration there is when hiring, the better your chances are of finding new hires who will stay for the long-haul.

However, with varying schedules, locations, and time restraints, collaborating with others becomes tricky. 

Why one-way video interviews work

Recruiting technology has greatly evolved over the last decade. With one-way video interviewing, your team can alter the process to fit their culture, style, and busy calendars. 

Tips:  

• Enhance collaboration by encouraging team members to watch video interviews individually.
• Start discussions based on their own conclusions about candidates.
• Ask each person to rewatch interviews after hearing other input.

One-way video interviewing isn’t just for your team. Candidates are looking for a company that values their time and energy. That means giving them the opportunity to express their initial interests, skills, and experiences on their own time.