Like everyone, the recruiting industry and hiring managers are looking for new ways to reach an increasingly mobile, global, and tech-savvy audience. Additionally, employers are looking for more up-to-date ways to find the best candidates in the application pool without adding additional time to the hiring process. That’s why video interviews are heating up. Video interviews are a great alternative to screening applicants by phone. Read on to discover why Salt Lake City recruiting firms think video interviews are on the rise.

Both hiring managers and candidates appreciate the convenience of being able to record or review interviews when it fits with their schedule. Also, some candidates find they are more comfortable answering questions in the comfort of their own homes.

Time zones and geography can limit the ability to conduct in-person and telephone interviews with top talent according to Utah recruiters. Video interviews provide access to candidates worldwide because they can be recorded anytime, anywhere.

Additionally, hiring managers can conduct follow up interviews via Face Time or Skype with candidates on the other side of the globe. This can be a great alternative to telephone interviews or paying for the candidate to make an expensive on-site visit.

Video interviews often have a predetermined set of questions; this ensures that every candidate has the same experience during the interview and aren’t given preferential treatment.

This consistency can eliminate potential bias. Additionally, other biases based on things like handshakes and wardrobe are limited by using video interviews.

Salt Lake City recruiters say one benefit of video interviews is that they are easily shared. Several decision-makers can review the video interview to determine if a candidate should be considered for the next stage.

Video interviews can deliver the experience of a panel interview without placing the pressure of a panel interview on the candidate. If you are working with a Salt Lake City recruiting firm, they can easily manage and share these recordings with you.

Many video interviewing platforms integrate with existing applicant tracking systems (ATS). This means that the candidate’s video interview can be saved to their file for easy access and future review without the need to buy a new ATS.

Now, it’s true that there is some resistance to video interviews. Our Salt Lake City recruiting and executive search team has shared a few of the most common apprehensions.

If you use an outside vendor, you will find that they don’t provide questions to the candidate before they begin the recording process. This short time delay allows candidates to think about their responses, but not enough time to script them. Second and third takes are not typically allowed. However, you’ll need to check with your video interview vendor for their specific policies.

It’s estimated that 33% of candidates will refuse to do a video interview. Whatever the reason, some people are just not comfortable with the process. This type of self-selection may be a positive—or negative—side effect of implementing video interviewing.

Not every organization has use for video reviews during their hiring process. Some organizations find telephone and in-person interviews work best, or cannot be eliminated entirely.

Video interviewing is gaining popularity with human resource departments and recruiting firms around the world. It can provide a great alternative for hiring managers that need to streamline the screening process of potential candidates. However, as mentioned, it may not be a perfect fit for your organization. Salt Lake City recruiters recommend piloting a video interview process to see if it is useful to your organization’s specific needs.

If you have questions about how to get your hiring process in tip-top shape, give the Salt Lake City recruiting and executive search team at Recruiting Connection a call 801-278-1200.