How To Integrate Pre-Recorded Video Interviews Into Your Hiring Process
Pre-recorded video interviewing, also known as on-demand or one-way video interviewing, is a new element in the recruitment process where potential candidates record themselves answering a predefined set of questions in the same way as they might do during an in-person interview.
The video can then be uploaded and submitted to the employer and reviewed by hiring professionals at their convenience. It's a technique that has grown in popularity recently, in part due to the widespread availability of recording equipment (almost every candidate will have a capable smartphone or laptop) but also due to the benefits it offers over traditional phone or resume based screening.
How do pre-recorded video interviews improve the process?
Key advantages to pre-recorded video interviews include time-saving for both candidates and employers; reduction of bias by standardising the interview format; enablement of collaborative hiring, with shared video allowing more recruiters to review each candidate; and greater convenience in scheduling, regardless of timezones or conflicting work commitments.
"Using video interview technology as a screening tool may actually reduce the employer's risk of a discrimination charge - everything that happens is electronically recorded as proof of what was said or not said during an interview." - SHRM.org
As with any new technology, though, it's important to remember that pre-recorded video interviews are not a magic bullet, which replace existing recruitment techniques completely. Rather, they are best used as an addition to the standard process, integrating with ATS platforms, and used as a precursor to in-depth face-to-face interviews.
At what stage should candidates be invited to submit a video interview?
Where this style of interviewing adds the most value is in the earlier stages of recruitment, during the shortlisting process between initial applications and second or third round interviews.
This is one of the most time-demanding aspects of any recruiters' job, and the savings possible through the use of video interview platforms such as QFinds have a dual impact - reducing costs while freeing up recruiters to focus their skills on a smaller pool of candidates.
An additional advantage is that standout candidates may be identified at a much earlier stage of the process, in some cases allowing organisations to make an earlier decision, expediting the hiring process, reducing total costs, and resulting in less time wasted for recruiters as well as for unsuccessful candidates.
How do pre-recorded interviews help hiring managers?
Simply put, pre-recorded video interviews give hiring managers greater insight into the personality, attitude and experience of each candidate than can be understood from a resume or application form, while placing less of a demand on their time than performing screening calls or video chats in real-time.
"The obvious benefits (of video interviews) are the money and time savings for both (the applicant) and the company. It also means that the recruiter and their colleagues can watch the interview again rather than just relying on notes." - prospects.ac.uk
This allows them to more quickly differentiate between applicants for a given role, creating shortlists of candidates with greater confidence and preserving their time and effort for the final interview stage.
As an added benefit, at the final interview, recruiters can circle back to the recorded responses given by the candidate earlier in the process, which can form the basis for further discussion, examining specific points in greater depth or allowing the candidate to expand on particular ideas. This makes for a more precise and consistent interview process, keeping track of the topics covered so far without repetition of previously discussed items.
Where does QFinds fit in?
QFinds is designed to sync with your existing recruitment process. All businesses are unique, and recruitment techniques will differ accordingly. Depending on the size of your organisation and the scope of your recruitment drive, you may wish to use QFinds as a standalone solution, managing applications and shortlisting from end-to-end.
Alternatively, you may prefer to integrate the QFinds pre-recorded video interview platform with your existing ATS. Out-of-the-box integration is available with most major ATS platforms, with more being added with each update.
Let's look at how the process typically breaks down from the point of view of a recruiter using the QFinds platform:
- Log in to the QFinds dashboard.
- Quickly create and publish vacancy using autofill of key company details.
- Add a list of preselected questions for each applicant to respond to via video.
- Send out bulk invitations to potential candidates - no need for individual emails.
- Receive notifications via QFinds as video responses begin to come in.
- Review the video submissions, tag and score each one, share with colleagues for additional input, all within the dashboard interface.
- Select your shortlist and notify them of the next stage (e.g. final interview)
For organisations looking to incorporate video at an earlier stage in the process, QFinds offers a free Video CV maker to which hiring managers can refer potential applicants, requiring them to submit a video CV in support of their application.
The tool allows any candidate to prepare and share a video resume with recruiters - ideal for demonstrating skills or highlighting experience which may not be addressed in the pre-recorded video interview questions, providing greater depth and background.
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Book a free demo with our team to learn how you can optimize your hiring process with QFinds tools.