“Ugh, I’ve been invited to complete a video interview,” whined the job candidate.
As a recruiter or HR professional have you been putting off or ignoring video interviewing? As a job candidate, does your stomach twist and turn when you’re invited to complete a video interview? Relax, here are a few things you may be worrying over needlessly and why you should not.
Video Interviewing costs a lot.
Video interviewing is actually pretty cheap. Far more affordable and less time consuming than conducting a phone screen. High volume users can conduct video interviews for less than $10 per. You can review five candidate videos in less time than it takes to conduct one phone screen, for less than $40. How much time and money would you spend to schedule and phone screen five candidates?
Video interviewing is difficult to learn.
Login, type in the candidate’s name and email address, choose the group of job related questions you want them to answer, click send. Now sit back and wait for the candidate to take the virtual interview. While most video interviewing vendors offer training, many systems are designed to be intuitive which means training, if any is required, is minimal.
Video interviewing will disrupt my hiring process.
If you conduct phone screens then video interviewing simply takes the place of the phone screen and since it is recorded, you don’t have to rely on handwritten phone screen notes. Plus, unlike a phone screen, you can share the video interview with others and view it repeatedly. If you don’t do phone screens, then adding video interviewing will save you time by eliminating candidates prior to the face to face interview.
Video interviewing will replace our face to face interviews.
No, video interviewing’s purpose is not to replace the face to face interview but to streamline your hiring process so that you interview in-person only with candidates you feel fit culturally with your organization’s values.
Video interviewing will discriminate against me.
Actually video interviewing does not have feelings and thus doesn’t care whether you get hired or not. However, if you have experienced discrimination in the past based on your resume then video interviewing gives you a new way to shine and break down barriers. Frequently candidates who were previously disregarded based on their resume were screened back in after their video interview was viewed.
I don’t look like Denzel, Gisele or Chris Hemsworth.
Just because you are on camera doesn’t mean you need look like a movie star. Webcams don’t actually add ten pounds. Dress professionally of course but don’t feel the need to spend an hour with make up or primping your hair. Often the most real people are the ones who get the nod. For instance I once showed a hiring manager the video interview of an exhausted job candidate who had completed a virtual interview at one in the morning after a twelve hour workday. The hiring manager watched his video for two minutes and then personally called the candidate up before the interview even stopped playing, to offer the candidate an interview.
I don’t want my interview posted to YouTube.
Video interviews are not downloaded and thus can’t be posted to YouTube. They are stored and watched on secure video servers. Your fame or notoriety will come another day.
I want to interview face to face, not over a camera.
Video interviews are not intended to replace your face to face interview, usually just replace the phone screen. You may still get a face to face later in the process. The added benefit is knowing that if they call you in after seeing and hearing you on camera, then you know they really do like you. You aren’t wasting your time.
Do you have more concerns? Send them my way and I will address each one.
“A good rule of thumb is to only hire people better than you no matter how long it takes to find them” Lazlow Bock, SVP of People Operations at Google.
“You can’t get better if you don’t hire better. Hiring under the level of talent you have now is a slow slide to becoming an organization no one wants to work for.” Tim Sackett, MS, SPHR and EVP of HRU Technical Resources.
The message above is clear. To have a first class organization you must hire first class people but why hire someone smarter or more skilled than you? Often managers will not employ someone who will upstage them or one day take their job. As a result the hiring manager may hire an individual slightly less talented/skilled than they. This person in turn may hire an individual slightly less talented and that person hires an individual less talented and so on. Your hiring process becomes a descending slope into mediocrity and you wake up to discover you are employing an army of D-listers and your company is falling behind its competitors.
Great benefits and salary attract top talent but what also attracts top talent is top talent. Why do so many high school graduates strive to enter Ivy League institutions? We assume they do so because they want a great job after receiving their college diploma, but their diploma would be worth little if not for the superior talent at the Ivy League university which supposedly provides a superior education. If every department chair hired new educators slightly less brilliant than them, within a few decades the Ivy League might be no more special than a local community college. No offense to them of course.
What about the specialized divisions of our armed forces such as the SEALs or the Deltas? Soldiers strive to be among the best of the best not the best of the okay. If drill instructors accepted soldiers who were a little slower, a little less intelligent than their predecessors eventually they would find themselves with a platoon of Bill Murray, John Candy and Harold Ramis like recruits.
During free agency, athletes who want to win championships go to where the talent is. They want to play with guys like Lebron James, Peyton Manning or Mike Trout. They want to play for Mike Krzyzewski, Bill Belichek and Phil Jackson; coaches who are proven leaders and players who will help them elevate their game. In the workplace shouldn’t we strive to hire top talent to recruit future top talent? As Lazlow Bock put it, “Make clear why the work you are doing matters, and let the candidate experience the astounding people they will get to work with.”
According to Tim Sackett, “You are overqualified” is the biggest lie HR has told for decades and rather than fearing those better than us we should be taking advantage of their skills even if the candidate leaves in a year for a better position. “You simply need to take the best and most qualified person you can get for every position you have in your organization and let them do great things. Just hire great talent and get out of their way.”
Do you agree?
The hiring process has changed over the years as old methods of hiring make way for new ones. Online job postings killed the classifieds and soon postings will succumb to social media. Video interviews will replace the phone screen. Resume screening software has replaced humans and eventually the flaws these systems carry with them will be replaced with better technology.
I’m setting myself up for ridicule by trying to guess what the future of hiring will be like in 100 years but then again who is going to read this post in the next millennium and point out all the ways I got it wrong?
First off, in one hundred years few jobs may be left that a robot isn’t already performing? According to the Boston Consulting Group, robots will replace humans in factories at a greater clip in the next decade than seen before. As of now only ten percent of jobs than can be automated are taken by robots but by 2025 Boston Consulting foresees that 23% will be automated. Two University of Oxford researchers estimated that by 2033, 47% of all U.S. jobs might be taken over by computers. Imagining that the majority of factory related jobs will be automated by 2115 is not so difficult.
With each new innovation we seek to solve a hiring process challenge. Here are a few of the challenges that organizations face today which we presently strive to solve:
- Finding top talent
- Finding candidates that fit culturally
- Retaining employees
- Reducing cost per hire
- Reducing time to fill
Linkedin, Facebook and Twitter have connected companies and jobseekers in ways unforeseen ten years ago and in 100 years after these companies have become extinct, the Earth will be smaller still. Chips implanted within us to purchase goods without waiting in line, to aid us in medical situations, or to track our abducted children, will also assist in the hiring process. All of our information including our education, degrees, job history, criminal records and personality will be included and readily accessible to hiring managers. Job candidates can be matched to any job quickly based on skills, personality, geographical preferences, and so on.
We will be better connected to big data that will track and forecast the worldwide hiring needs much like our current supercomputers monitor climate changes and the environment. Universities as they exist today will be non-existent. Students if such a thing as a “student” still exists, will be able to upload the necessary skills/information they require to perform a particular job onto their chips a la the Matrix. Naturally the more profitable skills such as legal, medical and engineering will be most readily available to those already privileged enough to afford their purchase thus continuing a cycle of the rich getting richer and the poor remaining poor. In-demand jobs will be tracked years in advance and newer generations will be outfitted with the skills to fill those open, high growth industries.
Employee engagement will continue to rise and fall with each economic resurgence and recession. In an effort to retain top talent a continuing emphasis will be placed on monitoring each employees’ well-being. According to research by Gallup, the greater an employee’s well-being the more engaged, productive and healthy they are. One hundred years from now technology will be able to monitor an employee’s mood, physical and psychological state, and enable employers to take the necessary actions with regards to the employee to counter the life storms an employee might be enduring. You’re depressed because your father died? Your employer will know. Your spouse left you? Your employer will know. You have a chemical addiction? Your employer will know.
Lastly cost per hire and time to fill will decrease drastically. Employees will practically be grown with in-demand skills and employers will be alerted when these culturally fitting employees are ready. Additionally technology will allow us to create four dimensional renderings of ourselves and sit in one another’s offices without ever actually leaving our homes thus saving time and money.
Honestly I don’t believe I’m being forward thinking enough. One hundred years? I bet we can do all this in thirty.
Why do we have laws protecting job candidates from discrimination on the grounds of race, ethnicity, age, gender and so on? Because hiring managers have preconceived notions about whether candidates of a particular race, ethnicity, etc. will fit into their corporate culture and are capable or intellectual enough to execute the duties of their open positions. You know this. Minorities are the underdog. Well this recent story reveals how foolish and off base are biases are. Continue reading “Biased? Don’t Be! Look Who Got Into All 8 Ivy League Schools!” »
I have reviewed thousands, if not tens of thousands of video interviews, and in addition I have helped numerous job candidates setup or prepare for their interviews. Here are the top five candidate blunders I have encountered. Continue reading “Video Interviewing: Naked Candidates and 4 More Epic Candidate Blunders” »
“How many square feet of pizza are eaten in the U.S. each year?”
“Who would win in a fight between Spiderman and Batman?”
“How much would you charge to wash all the windows in Seattle?”
“If you were a box of cereal, what would you be and why?”
“A man pushed his car to a hotel and lost his fortune. What happened?” (Huh?)
These questions are not asked by mom and pops organizations but by major hedge funds, retailers and internet giants. A couple of the questions above have since been banned by the company that asked them as they were deemed ridiculous and useless. Continue reading “Weird Interview Questions: Why Are They Asked & How Should You Ask Them?” »
According to the volume of content on the blogs and news sites I frequent, becoming successful and a leader must be the two most sought after goals in humanity. Every week I see the same content rehashed over and over. “Seven way to be successful”, “Nine traits of a successful leader”, “Ten of the most successful CEOs share their ten traits on successfully leading yourself to success.” That’s a bit overdone but you understand my point. Continue reading “Personality and Success: What Trait Leads You To The Top?” »
A recent survey of 95,000+ job candidates and 150 companies revealed what is going right and what is going wrong in the job application process. For many months since my last blog post on this subject, I was led to believe that one of the largest turnoffs for candidates during the application process was its length and many cumbersome hurdles. A recent report by Talent Board on the candidate experience tells a different story. The results show that dissatisfaction was not correlated to the length and complexity of the process but rather to the lack of information provided to candidates before, during and after the application process. Additionally candidates wanted a clear means to demonstrate their qualifications relevantly and to provide feedback. Continue reading “Here’s What Ticks Job Candidates Off Most About Your Application Process!” »
I will skip over the standard praise for video interviewing (faster, cheaper, more revealing) that dominates the majority of the posts about the subject and get right into a secret power video interviewing has that is beneficial to both employers and candidates. Video interviewing can destroy our preconceived notions of a job candidate and that’s good for everyone involved in the hiring process. Continue reading “Video Interviewing’s Hidden Benefit: Destroying Prejudices” »
“You only have one chance to make a good first impression.” This statement, while thrown around casually, is truer today than we previously suspected according to science.
Recent research explains how we are helping/hurting our chances of landing a job, securing a promotion or even getting a date. Here are a few of the findings. Continue reading “5 Ways We Make A Good Or Bad First Impression According to Research” »