Hey Recruiter, Video Interviewing Just Kicked Sand in Phone Screening’s Face!
I have a recruiting and executive search background and for me screening candidates prior to sending them on to my clients is very important. Now, I understand many search individuals don’t want to use any tools that might screen out their candidates but I believe my success thrives on providing a service that delivers exceptional candidates. So for many years my colleagues and I would video record the candidates with a camcorder when interviewing them in person and then sit down with the hiring manager to review the candidate’s video. This process saved them time and money. At least back in the 90’s it did.
In 2012 that type of model would be considered too time consuming for most hiring managers so I’ve adapted, jumped on board with an online video interviewing provider, and now use video interviewing to screen my selected job candidates. Here’s why for me video interviewing just stole phone screening’s lunch money.
- I like to see my candidates’ personalities – “Wait a second Ryder, why is seeing them so important? You should be judging them on skills alone!” Sure, tell that to my client’s hiring manager. Eighty-eight percent of hiring professionals select candidates for personality over skills. Video interviewing allows them to asses how enthusiastic the candidate is about the opportunity and also how professionally they appear. Believe it or not a candidate once started a video interview with his shirt off! Yes, I learned a great deal more in those first five seconds about that candidate then I could in five minutes of phone screening him.
- I like to spend time with my family – I live on the East Coast of the U.S. and often I recruit candidates on the West Coast or in other countries. Most candidates can’t interview with me until after they get off of work which usually means 8:30 or 9:00 my time. My kids just aren’t having that! So now I send the candidate an invitation to take an automated video interview, which they can complete on their time and I can review at my convenience. Yay for dad!
- Dang I can’t remember what Bill said? – I am terrible at listening to people and taking notes. Often I start thinking about the next question I want to ask a candidate or I start thinking about what I want for lunch. Before you know it I’m robotically nodding to the candidate without really paying attention to what they are saying. The next day I can’t remember half of what they said! The result is worse when I phone screen them because, since they can’t see me, I don’t have to worry about them seeing how distracted I am. With recorded video interviews I can review the candidate’s responses over and over and give the candidate my undivided attention.
- Bill vs. Sarah vs. Tasha – I can’t compare phone notes very well but I sure can compare video interviews to one another. “How did Jack answer that question about lying to customers because Bill and Sarah said they had no problems with it? Wait, did Sarah say the boldest thing she had ever done was punch her old boss?” These are answers you want to compare and so does the hiring manager.
- Hey Mr. Hiring Manager, wanna read my phone screen notes? – Can you imagine me scanning in my notes and sending them to the hiring manager? Of course you can’t and neither would you do such a thing but imagine if for a second you could send them something more than just your recommendation. Video interviewing allows me to easily share a link to each candidate’s video with the hiring manager by email. Within minutes of viewing each candidate they can determine who they like enough to bring in for a face-to-face interview and who they wish to eliminate from the process. This saves my clients a tremendous amount of time.
In terms of enhancing my recruiting, video interviewing has the power of a Mustang 5.0 Boss but with the efficiency of a Prius. Are you still puttering around with phone screens? C’mon, ditch the moped and get a Mustang of your own!