Human civilization has had technological advancements one after the other over the years. These advancements have taken over the recruitment industry too. The recruitment industry has come a long way, refining and making its recruitment process more advanced and easier for both candidate and management.
Gone are the days when you’ve had to print out your resume and manually submit it to a company. Now everything’s a click away. Even the recruitment processes have evolved, pre-employment testing software have changed the game completely. These software have tremendously benefited a lot of companies whether it is regarding lateral hiring, campus recruitment or upskilling the employees.
Every day new features get added to these software, one such highly demanded feature is one-way video interview. Now, if you have the obvious questions in your mind as to what is one-way video interview? What are its benefits? And, how will it help recruiters and hiring managers? I’ve got the answers for you.
It’s no news that relying only upon a candidate’s resume may yield poor results. Therefore, using one-way video interviewing helps recruiters get a clear picture of what the candidate is like, how are their communication skills, and whether the recruiter finds them a perfect fit for their organization or not.
The traditional practice is to scan through ‘n’ number of resumes and then select a few based on their “impressive” skills, only to end up disappointed. Recruiters have faced this scenario multiple times, it’s not news for them.
And, this is exactly why recruiters need to update to tools or software that offer one-way video interview in order to screen candidates. Tools that give more efficient results and don’t put all their efforts in vain.
One-way video interviews are asynchronous, which means they aren’t happening at the present time. They are pre-recorded interviews given by the candidates. Recruiters send the candidates a link which contains a set of questions.
The candidate then answers the questions while recording themselves over the video. Once, the candidate is done with all questions they can submit the test. Then recruiters can easily review the answers and decide whether the candidate is a fit or not.
However, this doesn’t mean the application process or in-person interviews will go obsolete. This step will add additional value to your recruitment process by making it more insightful. It’ll make recruiters more proficient in their selection process.
Hiring an employee is a long and rigorous process. On average it takes around 45 days to hire a new employee, technically that's 1.5 months. At times when the candidates have oversold themselves on the resume and aren’t that good in real life communication-wise, all the recruiter’s efforts go into vain.
Along with hiring, recruiters have other important jobs on a day to day basis. Between all this work hiring traditionally means sifting through resumes manually one by one, taking a look at their experience and best skills. Recruiters invite the candidates for a Face to Face interview via phone call. This process takes up a lot of time.
“Time is Money”, therefore, wasting it so easily isn’t logical. Making sure that the candidate is confident, good at communication, and a cultural fit is very important before calling them for an interview. This is exactly where one-way interview comes in handy. Just send a link to the candidate with designated questions and ask them to record themselves while answering those questions.
In today's age, we are juggling multiple tasks at once. Candidates who are looking for a job will always be available to talk to the recruiters. However, passive candidates (the ones already employed) can’t come down to your office at your convenience. They will have a difficult time to carve out time from their already busy schedule. Due to this, there’s a delay in the hiring process and it extends for quite some time.
With one-way interview your scheduling conflicts get solved. Instead of calling them down for a face to face interview or for the 1st round, you send them a link to all the questions. The candidate can record themselves answering the questions at their comfort. One-way video questions make the screening so easy, literally at your fingertips.
This feature makes comparing candidates easy for the hiring manager. But make sure you send all your candidates the same set of questions. So, that the recruiter or hiring manager is able to reach a conclusion when doing so.
Another advantage is, over a phone interview you can’t remember what the candidate said. But with one-way video interview, you can easily revisit and compare answers whenever you want.
It is also advised to keep the recording time for questions between 3-5 mins otherwise the answers will become too long and increase the screening time on the recruiter’s end.
What’s your take on one-way interviews? Do you think they will prove beneficial? Let us know in the comment section!