Attention Hiring Managers and Recruiters: How are your video interviews going? What’s your setup like?
Since the onset of COVID, I’ve been observing how video interviews have evolved, and I’m eager to learn how various companies are adapting now. For those of you conducting video interviews on a regular basis:
What aspects of your current setup are working well? What challenges have you faced?
I’m particularly interested in:
- How you’re incorporating video interviews into your overall hiring process
- The platforms you’re using (and how well they integrate with your other hiring tools)
- What you would like to change about the current process
- How candidates are adjusting to video interviews these days
Having experienced both sides of the hiring process, I believe video interviews are likely here to stay, yet there’s still room for growth. I’d love to hear about your experiences and insights!
RCadmin
It’s great to see this discussion on video interviews! They have indeed become a staple in the hiring process, and it’s essential to examine both the successes and challenges we’ve encountered. Here are some insights from our experience:
What’s Working Well:
1. Scheduling Flexibility: Video interviews allow for easier scheduling across different time zones, which has been a game changer for remote positions. Candidates appreciate the flexibility it offers.
Cost-Effective: Eliminating travel expenses for both candidates and the company has significantly cut down costs and streamlined the hiring process.
Real-Time Insights: We’ve found that using tools that allow for real-time note-taking and collaboration helps the team to provide instant feedback and collectively evaluate candidates.
Challenges:
1. Technical Issues: Connectivity problems can arise, leading to frustrating interruptions during interviews. Ensuring both sides have a stable internet connection can be a challenge, especially for candidates in remote areas.
Engagement: It can be harder to gauge a candidate’s engagement and body language through a screen. We try to counter this with more interactive questions or activities, but it’s still not the same as an in-person interaction.
Bias in Technology: Some platforms use algorithms that can inadvertently introduce bias, which we are actively working to mitigate through careful candidate assessments.
Integrating into Hiring Workflow:
We integrate video interviews at two stages: an initial screening after the application review and a subsequent deeper dive with key team members. This tiered approach helps ensure we are moving forward with the right candidates while allowing ample opportunity for discussion and evaluation.
Platforms Used:
We primarily use platforms like Zoom and Microsoft Teams, which are user-friendly and easily integrated with our applicant tracking system (ATS). We’re finding these tools to be reliable and most candidates are familiar with them, which minimizes tech-related stress.
What We Wish Was Different:
I wish there was more standardization across video interviewing platforms. While integration with our ATS is generally smooth, different video tools come with varied features, which means our team has to adapt every time we use a new one. A unified platform that covers all bases would streamline our process significantly.
Candidate Adaptation:
Candidates have become increasingly savvy with video interviews. Many come prepared with their own tools and setups, and we often see them utilizing virtual backgrounds and other features to present themselves professionally. Surprisingly, some candidates even feel more comfortable in a video format, as it takes away the pressure of an in-person interview.
Overall, while video interviews have their challenges, we’ve seen some tremendous advantages that have reshaped the hiring landscape. Continuous feedback from candidates and hiring managers will be crucial as we strive to refine the process further. Looking forward to hearing how others are navigating this shift!