5 things to consider when choosing your video recruiting provider

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5 Key Factors to Consider When Buying a Video Interviewing Solution

When you have been in recruitment for a while, you may have heard of video interviewing as a trend or as a solution to quickly assess candidate motivation and personality in high-volume roles. Maybe you have gone through a video interview yourself and are now looking into the options of introducing them at your organisation. The sheer number of HR tech solutions out there can, however, make it really difficult to determine which ones will truly bring you and your stakeholders added value and what criteria you should look for to determine the best fit for your process. Here are five important topics to evaluate when planning to invest in a video interviewing solution.

🤩 Candidate Experience

The most important stakeholders in any recruitment process are, without a doubt, your candidates. Therefore, it makes sense to first and foremost choose a solution that is tailored to their needs and does not create an unnecessary barrier in your process.
Here are a few things to consider:

User-friendly interfaces that are intuitive for candidates of all technical backgrounds.
Mobile compatibility, allowing candidates to participate from smartphones or tablets.
Minimal technical requirements, such as browser-based platforms that don’t require downloads.
Features like practice interviews or tech checks to help candidates feel prepared.
Multilingual interfaces and customisable candidate communication emails.
Video-to-video logic: It should be possible for you to record videos for your candidates to ensure communication on an equal basis. Asking questions via text and expecting video responses is not the right approach.

👀 See for yourself?

Try a practice interview

🔒 Data Privacy & Security

Data privacy and security should be a top priority when selecting a video interviewing platform. Recruitment involves handling sensitive candidate data, such as resumes, personal details, and recorded interview answers. To ensure compliance with regulations such as GDPR or other local data protection laws, verify that the solution offers:

End-to-end encryption for video calls and data storage.
Secure authentication methods for users, such as single sign-on (SSO).
Transparent data retention policies, allowing you to control how long interview data is stored.
Certified data centres in your chosen region and compliance with international security standards.

When using video interviews, ensure your provider meets the highest technical and organisational security standards and has a robust data breach notification process.

🙌 Hiring Manager Collaboration

Informed hiring decisions are best made collaboratively. A video interviewing solution should make sure that the communication and collaboration within the hiring team goes as smoothly as possible.
Look for features such as:

Interview scheduling tools with calendar integrations.
Shared access to interview recordings and candidate evaluations.
Real-time feedback and scoring capabilities within the platform.
Customisable interview templates to maintain consistency across roles.
Tools for external reviewers to contribute to candidate evaluation.

A platform that allows hiring managers to get involved in candidate evaluation early on in a time-efficient way will make sure you identify the best matches as a team.

🖇️ Integration Capabilities

To maximise efficiency, your video interviewing solution should integrate seamlessly with your existing HR technology stack.
Evaluate if your platform of choice:

Has an extensive REST API integration framework in place.
Offers standard integrations with your current HRIS and/or ATS systems.
Offers a single sign-on solution (SSO), including user creation and management, that allows one-click access and authentication.
Supports the combination of online assessments and video interviewing.

Integrations will enable you to work more efficiently and create a smooth user experience for everyone involved.

See Cammio’s integrations

🤳 Onboarding & Support

A successful implementation depends on the quality of onboarding and support offered by the vendor. Even the most advanced platform will fall short if your team struggles to adopt it.
Assess the vendor’s ability to:

Provide comprehensive training and resources, such as webinars, documentation, or tutorials.
Offer responsive customer support, including 24/7 assistance if your organisation operates globally.
Assign a dedicated client success manager to guide you through implementation and optimisation.
Continuously update the platform with new features and improvements.
Share best practices proactively and offer optional team training.

Strong onboarding programs, accessible documentation, and responsive support ensure your team is guided through the change towards video interviewing and generates maximum value from the solution. Ongoing consultancy will keep the tool optimally set up for your evolving recruitment needs.

Final Thoughts

Choosing the right video interviewing solution can have a big impact on your hiring process: saving time and enhancing the candidate and hiring manager experience. By carefully evaluating candidate experience, data privacy and security, hiring manager collaboration, integration capabilities, and onboarding and support, you can make an informed decision that aligns with your organisation’s goals.

HAPPY HIRING!