In order to get a broader range of evidence to support a hiring decision, video can also be used in conjunction with other tools such as competency assessments or psychometrics. Data or test results from this stage of the process can then be linked back to the core HR system to provide insights such as where learning priorities might be or where there are gaps in candidates’ knowledge. “Using assessment, for example, you could send a candidate with a good score a task to showcase what they can do over video based on a job specification,” adds McDonagh. McGill argues this is especially useful when recruiting in high volumes: “The use of interview assessments, particularly in the early stages of the recruitment process, can help companies to accurately and optimally assess the competency of a huge volume of candidates. This is crucial for any business that has urgent vacancies, receives mass applications or is operating in an industry that requires hiring at scale.” Additional features such as game-based challenges mean hiring managers have “information at their fingertips so they can base their screening and hiring decisions on an objective, bias-free standard”, he says.
Many of the benefits of asynchronous video interviews can also be found in live video interviewing – which Neil Armstrong, commercial director at applicant tracking system company TribePad, believes will continue to feature prominently in hiring processes even after pandemic restrictions ease. “Traditionally organisations have used asynchronous video interviews for that initial screening element, but they’re also carrying out live interviews now because they can’t meet face to face, with real benefits,” he explains. “They’re easier to attend, interviews can be done much more quickly, and if you have a good candidate that’s considering other offers you can get to them quickly, making you a more attractive employer.” Recording interviews means managers can see a transcript even if they weren’t present, and this can be translated into other languages or be used in conjunction with assessment results and scoring tools to gauge candidates’ suitability.
Despite the richness of video, hiring managers need to be wary of adding too many elements into the screening process, however. “People are cramming so much into the application process – asking candidates to do a video, engage with a chatbot, complete an assessment,” says Gareth Jones, CEO of Headstart, an AI-based recruiting tool that aims to reduce bias in early career recruitment. “If a candidate has to do that multiple times it becomes repetitive, so it’s better to invest in improving the process and asking why you need the video rather than just adding it.”
That said, once a candidate ultimately moves to the second or third interview stage, and hopefully a face-to-face meeting with key stakeholders, there should be a clearer understanding on both sides if they are a good fit – and the candidate will likely be more invested in the process. McDonagh says: “Coming into offices creates a lot of wastage in terms of time, and video means organisations can move a lot faster in hiring for the role and there’s more flexibility for the candidate. So, once they do meet the hiring manager in person, they know they’ve been properly shortlisted.”