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  • Research paper

    videointerview_whitepaper_hirevue_060616.indd

    www.hr.com | 877-472-6648 copyright © HR.com 2016

    Insights On Video Interviewing

    Written by

    David Creelman

    Sponsored by

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    Research paper

    Insights On Video Interviewing

    www.hr.com | 877-472-6648 copyright © HR.com 2016

    Introduction There’s no doubt that video interviewing is fascinating, but is it a technology for the future or something ready to be deployed today? We can now answer that question thanks to this survey conducted by HR.com of nearly 2,000 HR professionals.

    Let’s cut to the chase: the key finding is that in just a few years video interviewing has gone from being an interesting concept to being an important part of a recruiter’s toolkit. This does not mean the end of face-to-face interviews nor is it right for every organization; but video interviewing is a technique that in many cases saves money, reduces time-to-fill, and even improves quality of hire.

    Are companies using video interviewing? There are three approaches to video interviewing: • Use a dedicated video interviewing platform • Use a free service like Skype • Do not use video interviewing The majority of organizations use video interviewing, but of those most opt for a free service like Skype (Figure 1).

    Figure 1:

    46%

    43%

    11%

    Use a free service like Skype

    Use a dedicated video platform

    Don’t use video

    “We do not require video interviews for all of our positions, but have given it as an option to hiring managers. Those who have participated using the system have been our biggest advocates and have helped in encouraging other hiring managers to do the same. It has allowed us to offer a new alternative to our recruitment process.”

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    Insights On Video Interviewing

    www.hr.com | 877-472-6648 copyright © HR.com 2016

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    r Most of the respondents who were not using video interviewing said it was because they simply hadn’t considered it, or hadn’t got around to implementing yet. A few (17%) didn’t believe it was a good fit for them (Figure 2). The most common explanations as to why it was not a good fit were that they did relatively few interviews or because managers didn’t want to change.

    Figure 2: Why some companies are not using video interviews

    How are video interviews being used? There are two main roles video interviewing can play in the recruiting process:

    1. Improved screening: Video interviewing can be used as an alternative to screening candidates by phone or resume before inviting them in to a face-to-face interview. This is the most common reason video interviewing is adopted (Figure 3).

    2. An alternative for some face-to-face interviews: Video interviewing can be used as an alternative to face-to-face interviews when distance or scheduling issues make face-to-face interviewing difficult.

    17%

    56% 26%

    Don’t feel it would work here

    Are considering it, but haven’t tried it

    Haven’t considered it

    “Many who we hire do not have active email addresses and therefore it would be hit and miss with this process for our company.”

    57% companies do some video interviewing

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    Insights On Video Interviewing

    www.hr.com | 877-472-6648 copyright © HR.com 2016

    Figure 3: Main use of video interviews

    There are also two distinct methods for using video interviews:

    1. Live interviews: This is like a traditional live interview, but conducted by video rather than in person; it is the most popular way of using video interviewing (Figure 4).

    2. Pre-Recorded Interviews: Candidates record answers to a list of questions; hiring managers and recruiters then review those recordings at their leisure.

    Figure 4: Live vs. Pre-recorded Video Interviews

    34%

    8%

    58%

    Completely replace face-to-face

    Improved Screening

    Alternative to flying in candidate

    21%

    27%

    52%

    “The pre-recorded interviews allow you to cast the net wider than you otherwise would be able to do. It also takes travel off the table as an obstacle.”

    Pre-recorded

    Live

    Both

    58% use video interviewing to improve screening

    Biggest Misunderstanding:

    That video is meant to eliminate all face-to-face interviews

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    r Satisfaction with dedicated video interviewing platforms Satisfaction with dedicated video interviewing platforms is high: • 84% of hiring managers are satisfied or highly satisfied • 82% of talent acquisition staff are satisfied or highly satisfied • 84% of candidates are satisfied or highly satisfied (Figure 5).

    It’s worth understanding the difference between free services and dedicated interviewing platforms. It’s amazing that video interviewing services like Skype are available for free, so why do some companies use a dedicated video interviewing platform? The main reason is that Skype doesn’t have the tools to allow video interviewing to fit into the recruiting process on a large scale. Skype doesn’t enable pre-recorded interviews, sharing videos, archiving videos and other administrative tools. It also doesn’t present as professional an image. This is not to say that Skype is not a good option for some companies, just that the dedicated platforms are in a different league.

    Figure 5: Satisfaction with dedicated video interviewing platforms

    Hiring manager satisfaction

    1%3%

    13% 37%

    47%

    Dissatisfied

    Satisfied

    Neutral

    Very Satisfied

    Very Dissatisfied

    Talent Acquisition Staff satisfaction

    35%Satisfied

    Neutral

    Very Satisfied

    16%

    3% 0%

    47%

    Very Dissatisfied

    Dissatisfied

    Candidate satisfaction

    Satisfied

    Neutral Very

    SatisfiedDissatisfied

    21%

    5% 28%

    46%

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    Insights On Video Interviewing

    www.hr.com | 877-472-6648 copyright © HR.com 2016

    Advantages of video interviewing Respondents to the survey mentioned many different benefits to video interviewing. The main points they cited were: • Reduced travel costs • Faster time to fill since video interviews could be arranged faster than face-to-face ones • More effective screening • Reduced administrative headaches of trying to schedule interviews, especially if several managers in different locations were doing the interviewing

    Figure 6: Impact of video interviewing platforms on efficiency and effectiveness

    Improves quality of hire

    Neutral

    Disagree

    Strongly Disagree

    Strongly Agree

    5%

    21%

    0%

    28%

    Agree46%

    Improves speed in filling roles

    Neutral

    Disagree

    Strongly Disagree

    Strongly Agree

    37%

    Agree 35%

    1%7%

    20%

    “It improves not only the efficiency, but also the interview quality. It forced our hiring managers to think further before going to an interview.”

    “It has been very helpful in weeding out people that would be a waste of time to interview in person.”

    Most obvious quality improvement:

    Video is far superior to phone interviews

    Most obvious cost saving:

    Reduced travel costs

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    Insights On Video Interviewing

    www.hr.com | 877-472-6648 copyright © HR.com 2016

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    r In the long run, the most intriguing promise of video interviews lies in the fact that recordings are archived. This means that in the future HR can go back and look at the interviews of high performing hires and compare those to videos of low performing hires. This analysis may lead to the discovery of factors that can increase the number of great hires and reduce the number of poor hires. If this intriguing promise pans out, then improved quality of hire may prove to be the single biggest payoff from video interviewing.

    Disadvantages of video interviewing By far the most common complaint survey respondents made about video interviewing is that technical glitches could get in the way of a good interview. This is more likely to be a problem when using a free service than with a dedicated platform.

    Other concerns included: • Some managers were uncomfortable with video • Some candidates were uncomfortable with video • Some candidates find the pre-recorded interviews impersonal • Some candidates did not have access to a PC, tablet or smart phone that could do video interviewing • Some candidates will not complete a pre-recorded video interview

    Of these, the biggest worry is the last bullet: that just maybe the best candidates were dropping out before compl

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