Business Virtual Office/Telecommuting

The Evolution of Video Interviews

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The Pandemic was a Disruptor

Even the most established and widely used process like hiring has been completely altered by the pandemic. Prior to the financial crisis, the majority of businesses conducted face-to-face interviews. This allowed managers to assess candidates based on nonverbal indications. The in-person interview is a thing of the past for most organizations. According to Gartner, 86% of firms were using virtual interviews just a few months into the pandemic. In the meantime, a Criteria analysis indicated that the number of video interviews has grown by 159% since last year. Even though firms were forced to conduct remote interviews which started in 2020, there are solid grounds to believe that this trend will continue.

Virtual interviews not only expedite the process but also give recruiters more flexibility than ever before, but when driven by artificial intelligence (AI), they even lessen the bias that in-person interviews invariably bring. Overall, this enables candidates to conduct interviews on their own terms while feeling certain that their performance is being evaluated fairly.

Video interviews are one of the technologies you should unquestionably use in your hiring process. Because they give you more pertinent information than a screening call, pre-recorded video interviews aid in the early identification of the best applicants. With video interviews, you can make your hiring process more flexible, shorten the time it takes to fill a position, lower your hiring costs, and provide candidates with a great experience. All of this will eventually benefit your employer brand in a positive way.

Need to Speed up the Hiring Process

It should come as no surprise that many recruiters are attempting to speed up procedures with the aid of virtual hiring software. Time taken to hire is one of the applicants’ top complaints. The key to this is video interviews.

In reality, many companies are embracing video interviews as a screening method to reduce the larger applicant pool as well as a later-stage process for the chosen few. To achieve this, they can conduct pre-recorded interviews in which the applicant records and uploads their responses to a set of common questions without a human present, and recruiters can observe the interviews one after the other. Here, automation significantly cuts down on the amount of time hiring managers would otherwise spend manually scheduling and performing those interviews—especially when candidates are located in various time zones. Allowing each partner to finish the procedure on their own time and avoiding scheduling conflicts, shorten the hiring process.

The processes on both sides of the interview can be automated using end-to-end virtual recruitment solutions, speeding up hiring in general. For instance, if a candidate receives a passing score on the skills test, they may be instantly advanced to the next phase and scheduled for a video interview. Automation here can help recruiters retain candidates, as recruiters claim they frequently lose them before they can set up an interview.

The Use of Video Interviews Increases the Efficiency

The traditional first rounds of screening typically take the longest. However, by incorporating a video interview into the application process, recruiters can get past this and streamline the procedure. To keep ahead of the competition and strengthen the employer brand, this will offer recruiters the information they need to make the initial hiring decisions and respond quickly to all applicants.

Because recruiters have more knowledge about the candidates, pre-recorded video interviews offer a better first-round screening. Utilizing a systematic interviewing process enables you to evaluate applicants equitably and across a range of criteria, including what they say and how they say it (body language, facial expressions, etc). Because you can compare candidate responses side by side, you can also use this to make data-driven judgments. With video interviews, you may assess candidates based on their talents as well as their CV (knowledge and experience). This approach allows you to screen more applicants than screen calls because it takes less time to screen each candidate.

Call to Incorporate AI in Recruiting by HR Team

Many HR managers might believe that doing an in-person interview enables them to adopt a more impartial posture. They are unaware of how AI can help to lessen the hiring process’s tendency for bias. Even while the “human connection” of a face-to-face interview may be hailed as a crucial component of the employment process, impartial human judgment might result in various biases in hiring judgments.

Recruiters get unbiased information on the features and teachability of interviewees by employing an AI-powered platform that uses video to objectively examine the behavioral traits of prospects. These types of information are especially helpful for customer-facing positions such as those in retail and hospitality, which need interviewers to assess interpersonal and soft skills.

There will never be another hiring like it. The distant revolution will become a permanent feature in people’s personal and professional life, leaving those who insist that “face-to-face interviews are always best” behind.

About the author


Vikram Seth

Vikram Seth is a co-founder of Ducknowl, he has dedicated his time to creating software that will enable businesses to select the greatest talent without having to endure a time-consuming hiring process. He has more than ten years of managerial expertise, with a specialization in the IT sector with a solid understanding of the IT staffing and recruitment industry. He graduated from Georgetown University in Washington, DC, with an MS degree. In addition, he has received various certifications in Project Management. He is a keen supporter of sustainable organic farming and lives with his family in Chicagoland. He is also a member of the Entrepreneurs Organization.