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Busting 4 common myths about video recruitment

Video recruitment is rapidly gaining momentum across sectors and geographies. With more and more companies creating hiring success stories using video interviews, the benefits are obvious: it allows employers to create a more efficient, reliable and engaging process to connect with talent in an easier and more affective way. However, there are still quite some misconceptions floating around about utilizing video in the hiring process, making some companies shy away from a long overdue upgrade of their hiring process. So, it’s time to do some myth busting. Let’s have a look at four common misconceptions we hear about video recruitment and shed some light on why these simply aren’t accurate.

#1. ‘I don’t want to lose the personal touch’

Of course you don’t… And you won’t. One of the biggest misconceptions about video interviewing is that it would ‘dehumanize’ the recruitment process. While video can be used in nearly every stage of the hiring process, it almost never replaces (and in my opinion shouldn’t replace) the final face-to-face interview. Instead of making the process less personal, the use of video actually allows candidates to add personality to the CV and connect in more meaningful ways earlier in the process. By pre-screening candidates with video, recruiters are able to gain valuable insights in a candidate’s personality and motivation long before the actual on-site interview. This makes it easier to effectively narrow down the recruitment funnel and helps ensure you can invest your precious and costly face-to-face time with candidates that are actually the right fit for the job.

#2. ‘Using Skype or Google Hangouts is the same as using video recruitment software’

Let me ask you this: Do you use a knife and a spoon for the same things just because they are both cutlery? No, because they are made for different purposes. Even though Skype and Google Hangouts are great tools for online communication, the idea that they will cut it when it comes to recruiting is just flat-out wrong. Dedicated video recruitment platforms are specifically designed for the hiring process and offer both customized functionalities and features that are of great importance for the overall success of the video interviewing process. If you’ve been using other video tools within your hiring process and your experience hasn’t been optimal so far, don’t assume video interviewing just isn’t the right solution for you. If you want to utilize video recruitment in your process successfully, a purpose-build solution is the only way to go. 

#3. ‘I don’t think my candidates will like it’

Won’t they really? Truth is, a majority of candidates indicate to be very positive about their video interviewing experience, once they had the experience of being in an online interview. While there will probably never be a process that is 100% perfect for every candidate, video recruitment allows employers to provide a process that fits the lifestyle and demands of today’s candidate. Using video, candidates can present themselves in a modern, more visual way, while enjoying a fair, engaging and accessible process. At the same time, the use of video increases recruitment efficiency and overall speed of the process, which is highly valued by candidates. With candidates being able to conduct their interview at any time and place (and on almost any device), video interviewing is the preferred practice when compared to other pre-screening methods.

#4. ‘It’s difficult to implement and use in my process’

Video recruiting services are available as a SaaS solution. Getting your video interviewing practices up and running is therefore way easier than most people think. They do not require any on-premise installation and can be easily configured and set up online. Video recruitment platforms should be designed to make your life easier, not harder. Interfaces are intuitive and easy to use, helping recruiters bring more efficiency and flexibility in their processes and empowering them to improve results. New interview templates and workflows can be created with just a few simple clicks after which the recruiter can just sit back and relax while waiting for the video interviews to come in.

So the most difficult thing about implementing video recruitment is dealing with misconceptions. We can make you one promise, once you have started, you will regret that you have not done so earlier. Happy Hiring!


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