Recruiting has always been about developing authentic relationships with candidates. However, as automation of the hiring process increases, corporations are struggling to connect and engage with candidates. Specifically, as video interviewing technology gradually reinvents the hiring process – gaining popularity due to increased efficiencies and more accurate candidate selection – some recruiters are worried about losing the ‘human touch’ due to increased automation.
This is a valid concern and raises a critical question:
Does video interviewing actually dehumanise the candidate experience by over-automating the hiring process?
Video interviews are not designed to replace face-to-face interviews.
Essentially, we will always need face-to-face interviews. Video interviewing is not designed to replace the traditional in-person interview but to complement it by improving the efficiency of the initial stages of the recruitment process.
A typical best practice use of video is to replace first round interviews – the kind that are usually conducted over the phone. These top-of-the-funnel interviews can be incredibly time-consuming for both recruiters and candidates alike.
There are appointments to make and emails back-and-forth to schedule a time that works for everyone. Not to mention the actual phone interview!
These take up a significantly large chunk of time – especially for bulk recruitment campaigns with thousands of candidates. And this is when video really comes into its own – as an initial filter of candidates at the beginning of the recruitment process.
Video helps both recruiter and candidate alike to manage time, expectations, and cultural fit.
As the use of video interviewing technology becomes more commonplace, it’s becoming clear that video actually ensures that eventual face-to-face interviews are of a much higher quality with the most optimum candidates selected to move further along the process towards the ultimate short list. By the time both parties are ready for a face-to-face interview, each one has a clearer understanding of cultural fit and mutual expectations.
Video also empowers candidates to put their best foot forward.
We took the time to ask candidates to find out what they really want in an interview process, the answers were quite common sense but sometimes not obvious to all employers. They wanted…
The ability to showcase their personality, rather then relying on just their resume and phone interview.
To be treated in a fair and consistent manner, rather than phone screening being conducted by multiple different people (sometimes junior) who all have their own bias, styles, and different ways of asking questions.
Speed of turnaround on decisions and clarity on next steps in the recruitment process. Most candidates understand that by using technology to speed up the process helps both parties make a more informed decision.
Flexibility with timing: It's difficult to get time away from a current job to have interviews with multiple stakeholders, especially senior hiring managers.
Ability to present their best first impression, and have the recorded interview shared with those very busy stakeholders to ensure when they do schedule a face-to-face interview it is more likely to be a successful match.
Elimination of geographical limitations and challenges of travel: video bridges the gap with regional or international candidates.
Capability to prepare and complete the interview in their own time instead of a rushed conversation on the phone during business hours.
To be impressed by a modern organisation that keeps up with the latest technologies and has a recruitment process and brand that stands out.
What can employers do to improve the user experience for candidates to avoid dehumanising or over-automation?
As the use of video increases in the hiring process most millennial candidates will be quite savvy with the technology and feel quite comfortable with video interviews.
However, it’s still a good idea to ensure that the video interview user experience is an engaging one for candidates of all generations and levels of technical ability. Ultimately, the smoother your user experience, the more of a human connection you will make with your candidates.
Tips 5 to ensure a best practice candidate user experience:
Communicate your recruitment process clearly on your website and any email communications, including outlining the use of video interview technology and your reasons for using it.
Give your applicants some hints and tips beforehand in order to be successful.
Showcase your brand by including an introductory or welcome video featuring a current employee in a similar role describing the position and culture.
Explain the benefits to them when inviting the candidate to interview.
Ensure that your “Help” section is easy to read and to understand.
In most cases video interviewing will indeed replace the first human contact the candidate will have with your business – especially if you’re conducting bulk recruitment campaigns, but it also provides them with many benefits that you couldn't achieve without it and an improved candidate experience.
In fact, there are many aspects of video interviewing that – if conducted with best practice, human-focused user experience – will actually make the interviewing process more human.
If you would like help with making your video interviewing process as human as possible, or would like to experience a best practice user experience for yourself, please contact firstname.lastname@example.org for a demonstration