Video interview in HR has been gaining a lot of popularity in the past couple of years as the challenges of growth increased. Finding qualified, long-lasting hires can be a hassle when top talent disappears from the market in a matter of days. Companies subjecting their applicants to extensive hiring processes see their chances of retaining candidates decreasing. Didn’t HR innovators find a way to solve these issues yet?
Parsing through a never-ending pile of CVs can lead to a state of cognitive overload where all information seems to be the same. While based on a similar profile, selecting candidates according to their best use of keywords is a highly biased process and doesn’t predict better fits. According to a Harvard study, 80% of employee turnover can be linked to a faulty recruitment process. It makes sense, screening candidates is time consuming and a very demanding activity. Mostly when a recruiter focuses on generic skills and overlooks a core element: cultural fit.
In a video interview, whether live or automated (asynchronous), both candidates and recruiters get a glimpse of each other. Candidates can see beyond the company branding to discover its internal gears. Recruiters, on the other side, can better assess how the candidate reacts in pre-determined situations. Although a video interview is not about being perfect, it certainly is about being true to oneself. After all, what is the point for a candidate to join a company not sharing the same values as it would, most of the time, end up creating unpleasant working conditions?
Top talent is scarce and often gets off the market in the middle of your recruitment process after finding a quicker competitor. By allowing you to display more of your brand and vision during screening, video recruitment actually helps you retain attention for longer periods. If reducing the time-to-hire is always a steady goal for a recruiter, it often comes with sacrifices not benefiting the company on the long-term. Hiring hastily can be the main cause of malfunctioning work relationships in the future. Getting to know the candidate better is worth it to secure your role.
A video interview is an efficient way to both assess a candidate’s personality and speed up the whole recruitment process. By better highlighting fitting candidates, you can cut down intermediate steps and base your final decision on a carefully planned, face-to-face meeting.
What does video interview mean for Human Resources innovators? Simply, a more personal approach toward meeting your future colleagues.