Video interviewing is on the rise. In fact, 31 percent of organizations that participated in a recent Aberdeen study on talent acquisition are investing in video interviewing, compared to only 21 percent of organizations the year prior. Video is a truly powerful tool for engaging with top talent and continues to aid in streamlining the hiring process.
With the multitude of video platforms available, how do you decide whether video chat platforms, like Skype or Google Hangouts, or designated video interviewing platforms will work best for your hiring needs? It’s time for Battle of the Video.
Both video chat and video interviewing platforms allow candidates and interviewers to connect in real-time, with some video interviewing platforms enabling you to record live interviews automatically, but what if connecting in real-time is not a possibility? Cue the one-way video. Unlike video chat, most video interviewing platforms offer the option to perform a one-way video in which candidates answer pre-set questions and some platforms even have the ability to re-record their responses.
The option to conduct a one-way interview makes it so that interviewers don’t have to be present for every interview. Instead, they can watch the interview at their convenience. In addition to being able to view videos wherever, whenever, it also allows interviewers to get through more interviews than the traditional phone screen would. How many interviews, you ask? Employers can conduct 10 one-way video interviews in the time it takes to conduct 1 phone interview, according to research by Aberdeen.
When using video chat to perform an interview, those who want to take part in the decision must be present. In the event that not everyone needed can be at an interview, how do you manage to collaborate with them on the hiring decision?
Video interview platforms often have the ability to share recorded videos with colleagues. Additionally, most video interviewing platforms foster collaboration with the inclusion of an internal comment and rating system to evaluate candidates.
Creating a positive candidate experience is essential to attracting top talent. In the case of the video interview, candidates are likely to feel very comfortable with video chat platforms like Skype or Google Hangouts because they are widely used to connect with family and friends from afar.
Candidates’ familiarity with video chat can positively influence their comfort level with video interviewing platforms, as well. We live in a society that embraces video technology and doesn’t fear appearing in front of the camera, making the video interview an option worth considering.
Showcasing your company brand in a video interview can be a great way to further encourage job candidates to want to work for your company. In fact, a recent survey by CareerBuilder found that 91 percent of candidates believe employment brand plays a key role in their decision whether or not to apply.
Unfortunately, performing an interview with video chat platforms means that the platform’s brand will be featured instead of yours. Want your brand to take center stage? Some video interviewing platforms provide users with the ability to customize the interview experience by changing the colors or adding a logo to reflect the company brand.
Unlike video chat platforms, video interviewing platforms were designed with the interview in mind. While video chat can create a familiar, comfortable interview experience for interviewees, it does not provide recruiters and hiring managers with the tools they need to effectively collaborate, brand the experience or cut down on valuable time.
Have you incorporated video interviews into your hiring process? What platform has worked best for you? Please share your experiences in the comment section below!
Josh Tolan is the CEO of Spark Hire, a video interview solution used by more than 2,000 companies across the globe. Learn more about how video has changed and connect with Spark Hire on Facebook and Twitter.
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