Advances in technology have revolutionised the recruitment process, with video interviewing earning its place as a way to cut across geographical boundaries to sniff out top talent.
Although video interviewing has its uses, it can never replace the good old-fashioned face-to-face interview; however, a worrying trend reveals that video recruitment is being exploited in a way that diminishes its effectiveness.
If you interview job candidates using one-way video, this involves them sitting at a computer, answering your pre-recorded or coded questions – the recruiter has no input at this stage. The problem with this process is that there is no way the recruiter can engage with the interviewee. They cannot ask them to clarify their answers or take the interview down another path to elicit a more insightful response.
Equally, what happens if the interviewee misinterprets a question? There is nobody there to help them. This compromises the quality of the interview for both the candidate and the employer.
Recruitment is not a transaction; instead, it is about relationship building and the interview process is paramount in achieving this. A recruiter cannot possibly build a relationship with an interviewee if they are not present at the interview.
It is easy to see why a recruiter may choose to use one-way video interviewing. Perhaps they are starved for time and want to weed out weak applicants at this stage, but this does not quite ring true; after all, the recruiter will need to make time to view the videos later, so why not be present during the interview itself? Crucially, if a recruiter gets their job advert spot-on and offers a fair remuneration package, they should not be attracting below-par candidates that need weeding out.
One-way video interviews speak volumes about the recruiter, revealing that they do not really care about the recruitment process or attracting the best person for the job. Is this the kind of organisation you would like to work for? Probably not!
You cannot possibly sniff out the best candidate by this method. A recruiter needs to be present, whether face-to-face or using video in real time, to gauge other factors apart from the answers to questions to form an opinion about whether someone is suitable for a job. Aspects such as enthusiasm and personality are key to candidate selection, but you close the door on discovering these in interviewees if you opt for one-way video interviewing.
What happens if the interviewee has a question to ask? Again, with nobody on the receiving end, questions cannot be answered; in addition, the nature of the question posed can often demonstrate interest or commitment in a potential candidate.
The recruitment process is as much about selling your brand as it about finding top talent. Using one-way video interviews puts your company name in the shade.
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