Holding your interviews by video may appear to improve the efficiency of the recruitment process, but in fact most candidates prefer more face to face contact.
The majority of candidates would rather have an in person or telephone interview to a video interview, according to research from ManpowerGroup Solutions.
Video interviews may be more efficient and time savvy but employers must be careful to not make the candidate feel uncomfortable. Research has revealed that job applicants interviewed through video conferencing come across as less likable, while those doing the hiring are viewed as less competent.
In the last 12 – 18 months video interviewing has become more common but realistically it should only be used when absolutely necessary and other options are not available, it should not be the means to an end.
Video recruiting can be useful at the beginning of the recruitment process when screening candidates but as the recruitment process progresses you should not underestimate the value of sitting with a person face to face and having a conversation with them.
In some respects, by trying to speed up the hiring process you may actually be reducing the quality of the candidates.
The research carried out by the ManpowerGroup also reveals how much the recruiter’s personality in an in-person interview influences the outcome of the hiring process.
Candidates that cannot relate to an interviewer may look elsewhere or accept an offer from a competing organisation.
A recruiter’s personality should portray the company brand, culture and values. They are the first impression a candidate gets of a company or organisation and this initial contact is absolutely crucial for a candidate to form their own opinion about whether or not they would like to work there.
Employers should utilise recruitment technology that suits their intended talent pool, tailoring their hiring approach to candidate profiles.
It is important not to view the interviewing process as a transaction. At the end of the day you are hiring a person whom you wish to embody your brand, so you must try and engage them and make them feel connected – not part of a transaction.
If your hiring someone to fill a position that may involve interacting remotely with clients or team members a video interview may give you some insight into how well a candidate may perform when they are needed to conduct a video conference.
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