The traditional application method of the CV is evolving. We’re seeing digital applications and new approaches to recruitment more than ever. Companies are using psychometric games to determine whether a candidate fits a role. Alongside the increase in gamification in technology, companies are using video systems to interview their candidates. It seems video interviews are the future of recruitment!
Video interviews can either be conducted live or recorded. A live video interview can happen over Skype, Facetime, or any other video communication device. This may add the same pressures to your interview as a face-to-face meeting would, especially if your answers are in real time. Whereas, some recruiters may send their candidates a questionnaire for them to answer through a video. The candidate has a little more time to think of responses, and sometimes gives the opportunity to re-record an answer. For the recruiter, the software they use will notify them and they’ll be able to click through uploaded videos with ease.
Our platform on Yondur analyses users through a selection of game-based assessments. This software measures your skills, attributes and abilities – revealing where your talents lie
Why use video interviewing?
1. Saves time and money for recruiters and candidates. It eliminates the need for travel costs for both parties, and possible venue cost. A recruiter can conduct 10 video interviews for every 1 face-to-face interview!
Time can be saved by recruiters by removing the pressure of scheduling applicants into their working life. This gives candidates flexibility to respond in their own time, although this flexibility can remove candidates from the process if they fail to make a video response in time. I can imagine it’s frustrating for recruiters when an applicant fails to attend an interview, in this way video interviewing means they won’t recognise any time lost from their day if an applicant withdraws from the process.
2. Specific characteristics can’t be seen on paper, which is why a traditional CV isn’t the best approach. Video interviews allow the recruiter to get a true sense of a candidate. They can see your body language, reactions, mannerisms, and professionalism. Recruiters can identify whether their candidate has effective communication skills. This is very important if you’re applying for customer facing roles, such as waiters, cashiers and salespeople.
3. It may be more appealing to the younger generations. Creating a CV can be boring, adding this new fresh method of hiring can be exciting!
4. Makes it possible to hire candidates globally, expanding the job market and increasing the talent pool.
What can go wrong?
1. The risk of discrimination. Recruiters can judge candidates on their appearance, race and gender. This can cause legal concerns for a company, so video interviewing has to be undertaken fairly. That’s a plus side to the CV, candidates don’t have to disclose everything, including race, gender, disability, or anything that may be used against them in the hiring process.
2. Internet connection issues. It’s going to be frustrating for both parties if there’s substandard connection, so if you’re going to be partaking in a video interview, make sure your connection is excellent! Similarly, if there are technical issues too. Technical issues may be an indicator to the recruiter that you’re not the right fit for a role because you lack technological skills.
On the other hand, as automation is the current hot topic, it’s worth considering the impact of AI on video interviewing. If a machine can mimic the tasks of a HR recruiter, then is the role at risk of automation? Will we need recruiters in the future?
What do we do?
Our platform uses video technology in our game-based assessments. You can boost your digital profile by uploading videos for prospective recruiters to see who you are as a person. ‘Meet Me’ asks you questions that you can respond to in either a live or recorded video. One of the questions included is “What makes you who you are? Tell us about the most interesting and important things about yourself.” The questions asked are similar to those asked in a face-to-face interview. It’s about showing who you are as a person, both internally and externally. When a recruiter looks at your profile, they will receive a well-rounded representation of you!
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