Video assessments are an increasingly popular way of assessing candidates in a way that reduces costs and time and improves the efficiency and success of the hiring process. They allow candidates to express themselves beyond their CVs and create a finer pre-selection process.
Video interviews enable employers to assess job candidates based on their qualifications, soft skills, and more during the hiring process. They are usually implemented as a preliminary interview meaning that the final hiring decision isn't made until later in the process.
Video interviews break down into two distinct types.
Live Video Interviewing
A live interview is a real-time interview in which an interviewer connects with a candidate face-to-face via video. These are therefore two-way interviews that mirror face-to-face interviews without the travel costs and time. They are recorded so that they can be watched back.
Typically, organisations use live video interviews as the step just before or as a replacement to the in-person interview for non-local candidates.
Increasingly live video interviews take place using specific live video interviewing solutions rather than non-specific video options. They can be branded to provide a professional candidate experience, in what is essentially a customised private virtual room.
The recording can be accessed to rate the interview and submit comments for others to respond to and it can be shared with other relevant stakeholders.
One-Way Video Interviewing
One-way or asynchronous video interviews are pre-recorded in which job candidates record video responses to interview questions in their own time. They do not require the presence of an interviewer, hence the reference to ‘one-way’, and they give companies a consistent interview experience which puts all candidates on a level playing field.
Interviewers have the ability to create parameters for the videos and also to customise them to add intro videos that play before a candidate starts their one-way video interview; and outro videos that play when a candidate has finished. They can also be branded.
Once candidates submit their one-way video interview, the recruiters and hiring managers at the company can watch the interview at their earliest convenience. They are also able to share one-way videos with other relevant stakeholders meaning candidates can be viewed by a larger pool of decision-makers.
Questions can be asked in a variety of ways, including text only or accompanied by a video of one of the recruiters asking each question. Candidates are then invited to answer each question within any set parameters by submitting video responses to each question.
One-way video interviews are used as a pre-screening tool in a variety of roles and the pandemic has pushed their usage further as video interviewing technology saves time and works well across various time zones. It is also a good way to manage high-volume recruitment.
Some video interviews use artificial intelligence (AI) or machine learning, a subset of AI to add automation in scoring interviews or candidate data analysis.
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myInterview's asynchronous video interview platform allows a candidate to answer pre-defined interview question in the first screening stage - often in place of a phone screen. The recruiter sends a link with a flow of questions creating a sequence of video snippets that form a video introduction. The recruiter views the videos, shortlisting candidates and involving hiring managers at the early stage of screening.
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Reveal your candidate’s talents through the pre-recorded video interview
Give your candidates the opportunity to express themselves beyond their resume. Make a finer pre-selection of your candidates and be sure not to miss the hidden gem by reviewing a larger number of candidates.
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CV screening is a commonly used pre-selection method, however it is subjective and not a reliable method for assessing personality and motivation. This method of assessment or screening could result in suitable candidates slipping through the net.
Yes, questions can be tailored by role and according to the job profile, task requirements, team fit and organisational culture.
Yes, it is possible to set time limits for responses to ensure that the interview flows, and candidates are not spending inordinate amount of time answering. Recruiters can also set limits for thinking time, the number of takes (the number of attempts a candidate can take to answer a question) and the answer length.
While it might be anticipated that video interviews would have a detrimental effect on the candidate experience due to the absence of face-to-face contact, in fact they can have the opposite effect. As video interviews speed up the process and make for a streamlined, slick approach, candidate feedback is positive and video interviewing is seen as enhancing the employer brand.
Yes, it is always a good idea to practise for any interviews, to help with answering commonly asked questions. It is particularly pertinent in the case of video interviews, to allow candidates to familiarise themselves with the process and experience. Typically, a video interviewing software allows a practice session.
Video interviewing technology can be used as a stand-alone software solution. Many video interview software applications can integrate with Applicant Tracking Systems (ATS) making it a seamless journey to move applicant’s journey from application to video interview saving administration time.