Many recruiters are turning to video interviews to modernize their hiring process. In fact, “60% of HR managers use or have used video interviewing (Legal Jobs).” Seeking to automate their process while simultaneously driving real human connection is a challenge that technology can solve.
Asynchronous (or one-way) video interviewing is where the candidate records their responses to your interview questions at the time that works best for them and you or the hiring manager can view their recording at your convenience.
Since video interviews are 6x faster than phone interviews (Legal Jobs), you can get insights into the candidate’s communication style and personality while increasing automation in your process.
One-Way Video Interviewing for the Win
Interviews are seeing a digital transformation. It’s easy to see why it is necessary, but why is it valuable? With one-way video interviews you can:
- Take back your time by eliminating phone screens
- Improve the quality of the screening process while simultaneously using less resources
- Enjoy flexibility when candidates record on their time, and you review on yours
- Collaborate with the hiring team by sharing screening responsibilities
- Reduce discrimination by ensuring every candidate is asked the same interview questions
- Speed up your hiring process and move faster with your top candidates
- Create a positive candidate experience, with video interviewing offering ease-of-use and convenience
Get Meaningful Insights
Asynchronous video interviews offer you an insight into the human behind the resume without committing them to a block of time on your busy calendar. As adoption of this interview method increases, it’s worth noting this may still be new for many – candidates and hiring professionals alike. If you’re worried about candidate hesitance or receiving low-quality responses, there are a few things you can do to ensure you set your candidates up for success with their recorded video interviews.
Lend a Hand
Pre-recording a video could be welcomed by some and intimidating to others. Ensure your candidates are comfortable with the process before they hit “Record”. Let them know what to expect and provide them with tips and tricks that will place them in the best light (literally and figuratively). A few of our tips will give you a sense of what to provide.
Set Expectations
- Explain how the video interviewing platform will work
- Be clear on whether the candidate can record multiple takes or just the first one will be submitted
- Provide any restrictions they should be aware of such as time limits
- Consider sending the interview questions ahead of time to give them an opportunity to prepare
- Be transparent about who will see their recording and how it’s stored
- Provide a deadline
Offer Tips & Tricks
- Choose a quiet, well-lit location without audio or visual distractions
- Headphones can significantly reduce noise from interfering with your audio
- Answer the questions fully and provide specifics as much as possible
- Don’t rush or talk too fast, it’s best to take your time in answering each question
- Practice your responses before starting the recording
Ask the Right Questions
In a typical interview, you can reword a question if necessary but with asynchronous video you need to ensure your questions are concise and clear from the start.
Consider what you need to know to understand the candidate’s aptitude and thought process. Wedge, our integrated partner for asynchronous video interviewing, recommends that ”instead of asking questions that have a specific answer, ask questions to find how the candidates think or work through problems.”
Be thoughtful about the questions you ask your candidates to ensure you get the most meaningful and insightful responses.
One Try or Take Two?
The last consideration we’ll address is whether you should allow candidates a redo or do you want to see the first recording? The experts of Wedge say it might depend on the role.
First Try
You may choose to limit the recording to one take if the role is customer-facing or requires certain personality traits, such as sales or customer success. It may feel intimidating to the candidate but you’ll see their authentic self, including how well they were prepared and how they react if there is a distraction or stumble.
Multiple Shots
Allowing your candidates to record as many videos as they need to get it right removes some authenticity, but there are some benefits.
- Creates more comfort for some candidates, improving drop-off rates
- Allows candidates to present their best selves
- Leaves room for uncontrollables in work-from-home environments
This option may be best for skills-based roles such as a software developer or operations manager.
As you embrace more modern recruiting tools that are quickly becoming the norm, consider using asynchronous video interviewing. You’ll gain productivity and increase the human factor in your next search!
Find human connection in the hiring process without sacrificing efficiency with our integrated asynchronous video interviewing partner, Wedge. Give video interviewing a try, sign up for your Wedge account today!
About HiringThing
HiringThing is a modern recruiting and employee onboarding platform as a service that creates seamless talent experiences. Our white label solutions and open API enable HR technology and service providers to offer hiring and onboarding to their clients. Approachable and adaptable, the Hiringthing HR platform empowers anyone, anywhere to build their dream team.
