One way video interview software is transforming the way companies hire. You can gain a significant advantage financially and in employee productivity and company performance by hiring the best candidate fit from the start.
One way video interview software removes common time-wasting inconveniences that are normal with traditional recruiting. Say goodbye to scheduling issues, missed interviews and more importantly misleading CVs.
Popularity of one way video interview software increasing
Within the last year, we’ve seen the use for video interviewing increase significantly. This is even more so, due to the impact of COVID-19 and the increase in home working.
More companies and candidates are preferring the convenience of using video interviewing in their recruitment process. – Especially in abiding by the social distancing rules as a result of COVID-19.
Even prior to the pandemic, up to 70% of companies within the Talent Boards Candidate Experience award winners list used video interviewing.
Post-pandemic, the use for video interviewing will continue to grow to be a standard element within the recruitment process. With over 56% of companies planning to make some of their roles remote working where possible. The same report by Workable Survey found that 59% of companies decided that they will make an effort to reduce or eliminate non-essential travel. This will certainly extend to the recruitment process by utilizing video interviewing.
What is a one way video interview?
A one-way video interview is simply where the candidate answers interview questions that appear on a screen. (Via mobile / tablet / desktop), while their answers are recorded through video. After the interview is over, the video is then sent to the recruiter to review at their leisure.
The benefits of one way video interview software
Why should you as an employer use one way video interviews?
There are multiple reasons why you should include one way video interviews in your recruitment process. Here are some reasons why:
1. Make huge savings on your business costs
When a one way video interview is introduced as a candidate screening tool, it massively reduces business costs.
Without effective screening prior to interviewing, many interviews consist of candidates who are obviously unsuitable for the role. This wastes the recruiter’s time and takes them away from their daily roles which have an impact on the business performance. If this happens time and time again, many operational hours are wasted- costing the business financially.
When video interviewing is used as an initial screening tool, candidates are reviewed properly and selected appropriately for processing through to another set of interviews. Which the companies can then schedule a face-to-face interview if required.
2. Saves recruiters time
Instead of meeting up with 10 candidates for face-to-face interviews- (each 30 minutes to 1 hour long), one way video interviews allow recruiters to screen all interviewees at once. Without having to worry about who is available to conduct the interview and when.
Recruiters can view each interview at their own leisure, instead of taking time out of their schedules.
Each video interview can be shared and reviewed by other department managers. They are all able to collaborate and share in the hiring decision together.
2. Reduces employee turnover
Video interviewing is a fantastic tool for companies to review and compare candidates. Thus ensuring they select the right person for the role. When the candidate fit is more appropriate, turnover is dramatically reduced and productivity is increased!
We recently wrote a blog post on how to use the interview scoring matrix to select the best fitting candidate. Candidates are scored based on their performance and their examples of past behaviours. This is essential to understanding and predicting how the candidate will perform in their new role.
Recruiters have a better insight into the personality and soft skills of the candidate much earlier on in the recruitment process. Enabling them to gain a more thorough understanding of the candidate. Recruiters can quickly make the right decision, rather than finding out after the hire has occurred.
One way video interviews are the perfect template to use a scoring matrix. The video can be paused and rewound at any point to record and score candidates appropriately on their answers.
Typically, conducting a scoring matrix during a face-to-face interview can be difficult for recruiters. It’s important recruiters maintain a good rapport with their candidates. This involves eye contact and attentive body language to showcase they are listening. This can make it somewhat more challenging to make effective notes on candidates’ answers.
Without using a scoring matrix, many candidates can be selected on bias rather than merit. So when they then begin their role, it is clear they are not suitable.
Therefore, reviewing and comparing candidates after the interviews with one way video interviews have richer feedback. This makes the hiring decision much easier.
Again this dramatically reduces costs to the business. To give you an idea, onboarding costs alone can be around $400 per employee– and that’s without the recruitment costs for the previous and new employee which can ramp up quickly to the thousands per hire!
3. Widens the candidate pool
Often the limitation to interviewing candidates is the time recruiters have available to book them all in. When it comes to one way video interviewing, recruiters don’t need to spend hours and hours selecting and screening candidates.
Candidates who are interested in the role can easily apply and record their video interviews online, without ever needing to schedule time with the recruiter directly.
This also enables candidates who live further away to easily apply and interview for the role without the travelling distance getting in the way. This makes the candidate pool for a job interview much wider.
4. Assesses Technical Skills
In our modern-day and age, companies are usually looking for technology-able employees. Especially if companies are looking for ideal candidates who can work remotely. If a candidate struggles to record a simple one way video interview- it’s a clear indication from the start that they may not be the best fit for the role.
5. Reduces time to hire
As we’ve mentioned in the examples above, one way video interviewing dramatically cuts lengthy stages from the traditional recruitment process. This shortens the time to hire quite significantly- which also helps make additional savings to the business as the vacant role is filled quickly.
6. Appeals to millennials
If you’re looking to appeal to a younger candidate pool then video interviewing is a great tool to use to attract the right talent right to your door. The millennial generation (aged between 22 and 36) is now the largest generation in the workforce.
With this in mind, a huge 72% of millennials are actively and passively looking for job opportunities on their mobile phones.
Job opportunities and applications for one way job interviews are often published and shared on social media. A huge amount of millennials will come across these job opportunities and take the opportunity to record their one way video interview without needing to schedule time with recruiters beforehand.
The convenience of applying for a job in their own time and leisure is what makes one way video interviewing so attractive to most millennials.
You can find out more about the benefits of video interviewing to both the organisation and candidates here: What is an online video interview?
7. Increases company brand
Sometimes, video interviewing can be viewed as robotic, eliminating the much needed human interaction which is essential to the candidate experience.
But, it needn’t be that way.
When utilised correctly, one way video interviewing gives the company a reputation of being innovative and delivers a much higher quality candidate experience as a result. To ensure a positive candidate experience with one way video interviewing, organisation can try out these best practices:
One way video interview best practices
1. Your welcome video
Prior to the candidate recording their interview, you as an organisation should select an employee who best represents your brand and company culture, to record an introductory message via video to introduce the company and the benefits of utilizing a digital video interview instead of phone screening/ face-to-face interviewing.
A company who strives to give a positive candidate experience should include:
- Details on how candidates can best prepare themselves for a video interview. This includes finding ways to reduce anxiety and stress prior to and during an interview.
- Thank the candidates who are taking the time to apply for the new position.
- You should also set candidate expectations. It Is essential for them to know and understand upfront what to expect from the role. This is a major factor in reducing employee turnover.
- Share a tutorial on how to record a one way video interview. Include a demonstration of an interview question and answer for the candidate to have a practice round.
- Include video questions to help the candidates better connect with the company and make them feel like they are interacting with a person on the other end.
Using Reworking to automate your recruitment process
With the future of recruitment utilizing technology more and more, you need to feel confident in selecting the right tool to deliver your expectations.
With using the Reworking one way video interviewing tool, you can streamline and speed up your recruitment by combining the first 3 stages of the recruitment process into a simple virtual recruitment tool.
This enables you to see and know more about your candidates right from the start of the recruitment process. This will give you dramatic savings on time and spending by eliminating unsuitable candidates right from the get go.
Reports have found that 85% of employers have caught candidates lying on their CV’s.
By using the Reworking video interviewing tool, candidates are able to give employers the whole picture- rather than a CV which is often a poor reflection of the candidate and which is all too easily forged and exaggerated.
Stages of the ReWorking one way video interview app
1. Create a job opportunity
In a few short clicks you can create and publish your job opportunity on your website and social media profiles.
2. Let candidates know who you are and what your about
This is important for cultural fit. It’s important that you select someone who won’t clash with your company culture. Also informing candidates about your company brand and culture is important for their best fit too. Candidates who choose to work with a company who shares the same values and beliefs are far more likely to be loyal to the company. This is extremely important for reducing employee turnover and ensuring you have loyal, happy employees that stay within the company long term.
3. Add questions in your own order and set a timer on answers if you want.
Reworking supplies you with a fully customizable question pack. This way you can create and ask your interview questions in any order. You can even put a timer on answers! The video can be recorded and sent at any time convenient to the candidate.
4. Promote the role and share the link on social media
It’s important to reach your best candidate pool to get the best talent for the role. Reflecting back onto the millennial statistics above, it’s extremely important you incorporate social media into your recruitment process. There’s no quicker and more effective way to do this than to introduce one way video interviewing.
Once a candidate sees the role application and virtual interview they can easily register to the app and swipe through the questions while recording themselves at their own leisure.
6. Get notifications watch anywhere anytime
As a recruiter you’ll receive notifications of when a candidate has completed a video interview. You can also view each interview over and over again. This is a revolutionary aspect of recruiting as each interview can be more easily compared with other candidates
7. Automated feedback features
Recruiters, forget about sending out individual rejection emails to each unsuccessful candidate. Enjoy the automated feedback features such as instantly communicating to candidates their video interview has been received by the recruiter. Thus dramatically improving the candidate experience.
8. Candidate shortlists
With the ability to have a candidate shortlist, you and your team can discuss and further review all candidates delivering feedback quickly and efficiently within the app.
9. Staff polling
The Reworking app also allows your HR department to use this tool in many ways. It’s a great way to develop employees and increase their job satisfaction by using simple and unique question packs to identify staff morale.
Use with any device
The Reworking app is now on Android, IOS web, and desktop. As long as you and your candidates can connect you can record anyplace anytime.
For more information on using the Reworking app to improve your candidate experience and recruitment process please don’t hesitate to contact us.
We’ll see you next time!