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The utilisation of video technology has changed and revolutionised many industries. With shortened attention spans and reduced time to consume content, video is definitely the way forward.
This is also true of the recruitment industry. Gone are the days where clients receive a CV with no context of the candidate and no idea of what they’re like as a person or their potential cultural fit.
Now with the use of video interviewing technology, recruiters are able to have a virtual interview with the candidate and ask them a list of relevant questions that are of interest to the client. They can then send this through to the client with their CV attached. This not only eliminates the need for a first interview, but also gives the client an insight into the candidate’s personality and cultural fit. Therefore, saving the client and candidate time, and in turn money.
Additionally, as the first interview stage usually includes a handful of relevant candidates, using video interviewing allows unsuitable candidates to be weeded out beforehand. This also eliminates the need for a first interview stage, as the hiring manager will already know whether they’d like to bring that candidate in for another interview.
Video interviews also improve relationships between the client and candidate, as clients feel as though they’ve already met the candidate when they do come in for an interview. The candidate also feels more comfortable as they know that the hiring manager already likes them and believes they are suitable for the role.
Moreover, video interviewing allows the hiring manager, or decision-maker, to easily benchmark candidates by having unlimited access to the interview. By having the interview recorded, they’re also able to send it to relevant people in the business that are involved in the hiring process. Whereas, face to face interviews makes benchmarking difficult, as interviews are usually spread out and it can be hard to remember each candidate’s responses.
Additionally, video interviewing provides consistency to the process, as there are predetermined questions that are asked. This enables a decision to be reached easier, as the manager can easily compare candidates’ answers. This also allows for a fairer interview, as each candidate is asked the same questions, and therefore given the same opportunity to prove why they’re most suitable for the role.
It’s even more advantageous for international recruitment. For example, at the moment Williams Kent is working on two senior HR roles based in Europe. As the interview stage will eventually involve a face to face meeting, which will involve the candidate being flown to Europe and the business having to pay for their flights and accommodation, video interviewing enables us to conduct the initial interview from the UK.
Moreover, candidates are also likely to be more relaxed and perform at their best, if they know they’re not talking to and sitting in front of the hiring manager. As first interviews can be quite nerve-racking, video interviews alleviate some of that pressure.
Ultimately, video interviewing shortens the recruitment process by eliminating the need for a first interview, they save time and money, and enable hiring managers to make better-informed decisions.
If you’d like to discuss how Williams Kent’s video interviewing technology can benefit your recruitment process, please get in touch today.
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