Recruiters, HR Professionals and Hiring Managers are all involved in the hiring process but not all share the pains of the other. Each faces challenges in their position the other does not fully understand or appreciate. Video interviewing offers a one size fits all solution to handle the difficulties faced by those in the hiring profession.
Pain Point #1: Scheduling Hassles – HR Professionals and recruiters both feel this pain. Scheduling and rescheduling phone interviews with candidates can take as long as the actual phone interview. Taking just minutes to set up, automated virtual interviews allow the candidate to interview on their schedule no matter what time of day or night. HR professionals/recruiters are free to focus on other responsibilities as a result.
Pain Point #2: Discrimination – Everyone involved in the hiring process wants to ensure their company’s hiring standards are fair and diverse but the HR professional has the greatest concern of all for this. Video interviewing is seen by some in this role as a tool that further facilitates bias however automated interviewing’s use of a structured interview process where all candidates answer the same questions, ensures no prejudiced questions creep in. Video interviewing is also able to screen candidates back into the process who might have unfairly been dismissed solely on the basis of their resume. Through a recorded video interview, minorities are able to dismiss pre-conceived biases surrounding their race, gender, age and so on. Additionally recorded video interviews provide a great record of an organization’s non-discriminatory hiring practices.
Pain Point #3: Too many candidates, so little time – Organizations receive around 120 resumes for every open job position which leaves recruiters and hiring managers little time to screen them all. In fact, according to the Ladders.com, recruiters spend an average of only 6 seconds reviewing each resume. Even when whittled down to a manageable number, recruiting professionals might still need to conduct a dozen phone interviews and from that the hiring manager may select up to five candidates with whom he/she will spend hours interviewing. Video interviewing decreases time wasted on numerous phone screens and unnecessary face to face interviews.
Pain Point #4: Inadequate collaboration – Panel interviews are conducted so hiring managers may collaborate on their interest in a candidate because collaboration can’t adequately be achieved with phone screen notes. In-person however, the panel’s time is greatly burdened especially if they determine in five minutes that the candidate is not a fit but are forced for etiquette’s sake to continue with the interview. Some video interviewing vendors allow you to compare candidates’ video responses side by side so that a more accurate picture develops and the hiring managers can save time by targeting candidates who best fit their organization.
Pain Point #5: Shallow candidate pool – Despite the increased number of resumes per position, hiring managers continue to complain that they can’t find adequate talent. Video interviewing allows managers and recruiters to interview job candidates outside their geographic region and for less expense than phone screening. This not only expands the candidate pool but reduces travel costs associated with flying in candidates.
If you are involved in the hiring process and a big ole Excedrin headache manifests, I suggest you pop a few video interviews instead.
Blog posts preparing you for your video interview are popping up online more and more often now that the technology has gained greater acceptance among recruiters and hiring managers who wish to improve their hiring processes. As a job candidate preparing for an interview, tips offered to improve the way you appear and sound are valuable but what about the technological challenges for which you should also be prepared? If you aren’t just new to video interviewing but to the Internet and computers in general, here are a few things you should know.
What browser are you using? Internet Explorer, Firefox, Chrome and Safari are examples of browsers so if you surf the web at all then odds are you are using one of these four. If you have technical issues and need to call a support line, you will need to know which of these you are using. Most will work fine with a video interview but if your browser isn’t up to date then you could have a problem. Most video interviewing systems use Adobe Flash Player to facilitate the video interview. If your interview won’t work because of a Flash incompatibility error, I recommend downloading Google Chrome since Flash is built into that browser. Continue reading “Video Interviewing: Let’s Get Technical” »
Last month I had the opportunity to sit on a panel with three lovely women at the National ILG conference in Washington D.C. to talk about video interviewing and the disabled. Our session “Access, Accommodations & Video Interview” discussed best practices associated with video interviews to ensure inclusion and full compliance as it relates to issues of accessibility.
Through previous discussions with fellow panel member Teresa Turner of Synchronized Resources Inc., I was exposed to a whole new meaning of what “disabled” can really mean. Continue reading “Video Interviewing & The Disabled: Do You Need An Accommodation?” »
Hire-Intelligence To Address Video Interviewing At Annual American Psychological Association Convention
The first ever research conducted to determine the validity of web-based video job interviewing will be presented on August 10th in Washington D.C. at the 2014 Annual APA convention.
Titled, “Exploring the Validity of Asynchronous Web-Based Video Interviews” the session will address research sponsored by Hire-Intelligence and conducted by GCG Solutions principal Dr. Charles “Allen” Gorman. The study sought to evaluate the ability of video interviews to provide valuable, job-related insights for employers who use video to screen job candidates. The research found that ratings of the applicant, applicant characteristics, and video interview responses all predicted job performance and associated work outcomes. Continue reading “Hire-Intelligence To Address Video Interviewing At Annual American Psychological Association Convention” »
Hire-Intelligence, in coordination with Synchronized Resources Inc., will present “Access, Accommodations & Video Interviewing” on August 5th in Washington D.C. at the National Industry Liaison Conference. Continue reading “The Annual NILG Conference Discusses Video Interviewing & The Disabled” »
Most of the positive social chatter about video interviewing comes from the video interviewing vendors while most of the negative chatter comes from those who don’t want to change their hiring process. As someone who has worked closely with video interviewing on both the development and recruiter side, I’m going to give you 5 real life instances of how video interviewing helped save someone in the hiring process. Continue reading “5 Real Life Instances When Video Interviewing Saved the Day” »
Video Interviewing usage continues to increase but still one could easily argue that we haven’t yet entered the early majority phase of adoption. Still though, all of us have at one time used video to make a hiring decision and probably didn’t even realize it. Every four years when we select the President we use video interviewing. No of course we don’t sit and chat with the candidates over Skype or use a fee-based video interviewing service. We do however essentially watch the presidential hopefuls on video being interviewed and we as a nation collaborate on which candidate is best for the job.
In 1960, 70 million Americans watched the first televised Presidential debate. Each one of those seventy million with the right to vote essentially had the role of hiring manager as they evaluated the candidates for the position of U.S. Commander in Chief. Nearly fifty-four years later, companies have the option to replicate this process and gain many of the same advantages secured by the televised debates. As I discuss these advantages below I wonder why a hiring process fit for a U.S. president hasn’t gained universal adoption more than a half century later.
Finally we can see the candidates! – After the debates concluded the media outlets at the time commented more on how the candidates appeared than how they answered. Of course they did and why not? So much of our determinations on whether a candidate can or cannot be successful are based on appearance and body language. We know recent research suggests that viewing a candidate on video can help determine their likely success on the job. Honestly would you want to hire the president based only on a voice recording you heard of him? This is why many organizations today are foregoing the traditional phone screen in favor of a more revealing video interview.
Finally we can compare candidates! – “Sennator Kennedy, how do you feel about those darn Russkies in the Kremlin?” “Vice President Nixon, same question.” Of course this question wasn’t asked but you get the point. How did candidate “K” and candidate “N” respond? Did they have enthusiasm, poise, confidence, all the attributes I want to see in a candidate? If you are a hiring manager and have chosen two resumes how do you efficiently and affordably ask the same question of both candidates and later compare their responses to one another? With video of course.
Finally we can collaborate on candidates! – Perhaps the biggest benefit of the televised debate was that the country now had the means to collaborate with one another in a way that radio and newspapers could not allow them. Clips of the televised event could be replayed for viewers and reanalyzed so that a more thorough evaluation could be conducted. So even if you were unable to view the broadcast due to a scheduling issue, you could still watch the replay. Of course today with the internet one can watch a recorded video interview online any time of day that is convenient for them. Think now about the power that video interviewing affords you especially if you are part of a decision making team. With video you can comment and collaborate on video interviews at your convenience.
Do you know how much hosting a Presidential debate costs? The minimum commitment for a university is at least $1.5M but generally runs closer to $5M. For the mere price of a nice dinner you could review four job candidates with video interviewing and still have all the benefits fit for deciding how to choose the next President. Honestly, why has your company taken over half a century to adopt this practice?
Imagine a scenario where a recently graduated college student in search of employment begins applying here and there hoping to land a job interview. After several months of no success, she decides to set up and complete an automated video interview and send it in to employers in whom she is interested. A hiring manager receives the email, watches the three minute interview online and makes a job offer without even bringing the young woman in for a face-to-face.
As astounding as this may sound the scenario above did indeed occur. Is this one of those “canary in a coal mine” kind of signs that video interviews will end up replacing face-to-face interviews?
According to a 2012 study by Office Team, a division of staffing company, Robert Half, six out of ten HR managers interviewed said their company often used video interviews during the hiring process. As this survey is a year and a half old, this number probably has increased since then.
Why are so many organizations turning to video interviewing? Because it is more revealing and saves time during the hiring process. Why is a revealing interview so important?
- Recent research suggests that viewing a candidate’s video interview can help you predict a job candidate’s likely on the job success.
- A three year study by Leadership IQ shows that 46% of employees fail within the first eighteen months on the job and of those who fail, 89% fail for attitudinal reasons. Video interviews can help discern attitude.
- According to a survey by Careerbuilder, 49% of hiring managers say they know within the first five minutes of meeting a candidate whether they are a good fit for their organization. Yet courtesy dictates that they continue spending valuable time interviewing them. Video interviews will virtually eliminate these interview mistakes.
- A 2013 study by the Aberdeen group shows that video interviewing decreases time to hire and the costs associated with it not to mention it increases hiring manager satisfaction.
So will video kill the face-to-face interview? No. On the contrary the video interview will serve to enhance and strengthen the in person interview.
In fact, the greatest advantage of using video to screen candidates is that video will help you find the best candidates while avoiding the “false positives”, those applicants who only look good on paper. Even better, you’ll discover the hidden gems, the “false negatives” who often get cut during the resume screening.
And video interviewing brings other benefits to the face-to-face interview. Allowing job candidates to answer basic interview questions via automated video interviewing prior to the face to face interview enables hiring managers to more effectively use their time to ask more probing follow-up questions related to the candidate’s responses first seen on video. This enables the hiring manager to focus more intently on the candidate during the interview.
Additionally if the candidate is brought in after a video interview has been conducted they now understand that interest in them is more significant than if their resume alone had been screened. As a result they are more likely to prepare and research the position for which they are interviewing which contributes to a more effective interview.
No, video interviewing won’t replace the face to face any time soon but we may actually see fewer face-to-face interviews being conducted as the candidates being interviewed get better and better.
Whether you are building a house or always dreamed of doing so picture what you consider it might have. Do you think about a grand staircase, a swimming pool, a large kitchen with an island and industrial oven? Yes? How about a ramp out front so that you can roll your wheel chair into the house if one day you become disabled? What about extra wide doorways so that you don’t scrape your knuckles while you push through? Certainly you must picture the type of support railing you will put on the wall next to your toilet. Oh and what about Braille on the light switches should you one day lose your vision?
You probably don’t consider those things because if you aren’t disabled, you probably give little thought to what you might require if you were. Very similarly when building a software solution, many vendors give small consideration to those who have needs different from theirs. Making software intuitive enough for the general public who have no serious disabilities is hard enough. After all let’s be honest, although stupidity may not be classified as a disability, it is still an impairment many of us who work with technology, including me, have. So while developers spend a great deal of time “idiot proofing” their product, they often don’t consider the myriad of other disabilities that could trip up users such as vision or hearing impairment.
Recently I sat on a panel for a webinar entitled, “New Day Dawning in Affirmative Action – Building Bridges that Work for Everyone,” hosted by affirmative action consultant, Teresa Turner, President of Synchronized Resources. This webinar sought to bring awareness to the increasing need to provide accessibility and accommodations to veterans and the disabled who access tools such as video interviewing and applicant tracking systems during their job search. One of the many things that opened my eyes was who is considered as disabled?
When I hear the word disabled I see a child suffering from a mental impairment, I see a woman without sight, I see a man with a prosthetic leg. What I had not considered was someone with a speech impediment, someone with a learning disability like dyslexia, or someone who simply is color blind. These impairments, though not always noticeable to the general public, could greatly affect an individual’s ability to perform well during a video interview or even when applying online for a job through an ATS. In this regard video interviewing and ATS vendors have some work to do to better accommodate those with unseen disabilities so that they can take advantage of our services.
However I take heart in the notion that while we may have more work to do, video interviewing providers to some extent have also made life easier for those with disabilities. According to the Census Bureau, in 2010 over 56 million people were classified as having a disability. Of these, over 30 million had difficulty walking or climbing stairs or used a wheelchair, cane or crutches. Now of course many of these thirty million are elderly individuals who won’t be asked to take a video interview, but think about the others. If you have trouble with mobility, interviewing for a job from your home’s comfort makes life easier. If you are applying for a job that allows you to work from home but you suffer from a psychological phobia that prevents you from attending a face-to-face interview, then video interviewing from your home makes life easier!
Knock on wood I presently have no disabilities, but through Teresa’s presentation we have learned that as a provider we cannot simply wait for a problem with a disabled person to arise before we do something about it. The good news is, we’re able to.
Google’s name lately has become so synonymous with success (if success is measured by how much money you make) that when they speak, people shut up and listen. Recently Google’s VP of People Operations discussed a few of their past hiring failures. As a proponent of video interviewing, part of his conversation really intrigued me.
“Years ago, we did a study to determine whether anyone at Google is particularly good at hiring. We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It’s a complete random mess,…”
“Instead, what works well are structured behavioral interviews, where you have a consistent rubric for how you assess people, rather than having each interviewer just make stuff up.”
Here we see Google the all powerful basically admitting they had gotten it wrong. Not only during the interview did the VP say that their notorious brain teaser questions were useless but also that their interviewing strategy was ineffective.
Two benefits of video interviewing come to mind when I read the article and one benefit I had not considered. First, Google’s VP recognizes the power of using the structured interview to consistently assess each candidate. Virtual one-way video interviewing provides such a structure by asking each candidate applying for a particular role an identical set of questions. Not only does this reduce the random mess from interviewers making stuff up, structured questions reduce the risk for discrimination.
The second benefit which I had not considered is that your recorded interviews can be used as data to measure the success of your hiring practices. Evaluate the achievements of your current employees and compare their success to how you first evaluated their video interviews. Did your shining stars perform poorly in the interview (false negative)? Did some of your current duds nail the interview (false positive)? Are some of the questions you are asking not a predictive indicator of employee success? Can you tell if some managers, based on their rating of job candidates, are performing ineffectively when deciding on the best candidate to hire?
Recorded video interviewing, aside from the efficiency it provides, also supplies you with data you need to improve your future hiring cycles. Now I’m not rich and you don’t have to shut up but I suggest you listen.