Using video to interview the pros and cons of job seekers in the business

The recruitment process that only opens one position in your organization can cost a lot of hiring managers. time. Use video as a tool for interviewing candidates [ from

Especially at an early stage from

 ] can help reduce the total time spent by human resources and recruiting teams in the recruitment process - thereby saving money.

There are many positive reasons for using videos during the interview process; there are also some negative effects. Your company should decide whether it is beneficial to weigh the trade-offs.

Here are some of the pros and cons you may need to consider when using video interviews in your company's recruitment process.

advantage:

#1 - Save time and money from

 : Due to its convenience, using video can shorten the pace of the recruitment process faster – especially in the early screening phase as an alternative to traditional telephone interviews.

The video stipulates that the hiring manager spends time interviewing candidates, but gives them more time to deal with tasks that generate and contribute to the company's bottom line.

The video also saves company expenses for any travel expenses associated with the interview. It is easier and more cost effective to arrange a video interview and move on.

#2 - Expand your company's coverage/candidate resource pool from

 : Video interviews are a great way to reach highly qualified candidates who may not be available locally. This gives your company a broader reach and expands your candidate resources to include more competition

#3 - Effectiveness and convenience from

 In the early stages of the interview process, video interviews are more effective than phone screening because interviewers can better understand who the candidate is by evaluating body language, language, visual practice, and more.

Video interviews are also advantageous because the hiring manager can ask the candidate to record the answer to the question and can forward the video to other hiring managers for viewing, or they can revisit them to update the memory when they try to select the final candidate. In addition, video interviews allow a group or group of interviewers to come together to interview candidates.

Disadvantages:

#1 - Loss of fairness to prejudice from

 : When using a video to screen a candidate, it is easier to judge the candidate through his or her appearance and eliminate him or her prematurely because you missed personal relationships and "real" eyes that may occur during face-to-face interviews. contact.

#2 - Using technical pressure from

 : Video interviews can be very stressful for candidates who are not used to using technology and/or feel self-conscious in front of the camera. Candidates may feel that they do not have a fair chance because the videos act as obstacles that hinder their true personality.

#3 - No direct interaction from

 : What have you missed? No direct interaction candidate? One of the disadvantages of using Record video interview Is there No one to one Therefore, it is not easy to assess the personality traits of job seekers in traditional interviews.

The Live video The options are a bit better, because even if it's not a face-to-face situation, you can build a rapport to better understand the personality of the job seeker.

It is worthwhile to evaluate different video interview platforms to help your company speed up the screening and feedback process.

Re-visiting the video at your convenience may be beneficial, so you can compare your job seekers and drive the recruitment process with first-rate talent to make your company a full success.

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