Boost your recruitment process with Video Interviewing

virtual or Video interviewing is turning out to be progressively famous in recruitment. An ever-increasing number of organizations are accepting innovation to modernize their interview cycle, perceiving that they can decrease their hiring time by up to half assuming they utilize video interviewing while recruiting.

Many organizations as of now do as such. According to a study, 63% use (or have utilized) video interviewing in their recruiting cycle as of late. Keep in mind that the advantages are clear. There are as yet various myths encompassing video interviewing that can make even the most technically knowledgeable organizations shy away.

So how about we explore what video interviewing in recruitment really is, what the advantages and constraints are, best practices for hitting the nail on the head, and the best service available in the market to assist you with doing precisely that.

What is video interviewing in recruitment?

A video interview is a new employee screening technique that offers recruiters a method for choosing candidates all the more proficiently and viably. This kind of interviewing can facilitate the candidate’s determination, interaction and supplement evaluation information to give a balanced profile. And keeping in mind that it’s not intended to supersede face-to-face interviews, it very well may be a decent device to utilize when office visits are impractical.

Asynchronous interviews

Non-concurrent, single-direction interviews are ideally suited for ousting wasteful telephone screenings. Questions can be included in either a text or video format, permitting candidates to record their responses whenever it might suit them to submit for the recruiter or employing administrator’s survey. These single direction calls are additionally some of the time referred to as on-request video interviews. This means assisting a recruiter with getting a more precise image of a competitor directly in the underlying phases of the employing system.

Two-way video interviews

Virtual interviewing permits both the applicant and interviewers to reside stream from any place they are and converse with one another continuously. Two-way interviews are profoundly compelling for defeating distance and circumstances when actual interviews probably won’t be imaginable, for example, the COVID-19 flare-up at present clearing the globe. On account of the flare-up, right now a considerable lot of the world’s leading organizations like Google, Linkedin, and Amazon have dropped nearby prospective employee meetings and are interviewing all applicants essentially until further notice.

Do not forget- video interviewing in recruitment doesn’t mean interviewing your applicants through Skype or Zoom. Both single direction and two-way interviewing are ordinarily completed through dedicated video interview features with functionalities worked in to smooth out the recruitment interaction.

Video interviewing advantages

  • Reducing hiring time: Video interviewing helps you reduce your recruitment time to half
  • Decreases the risk of biasness : Developing a reliable, normalized video interview process lessens the risk of recruiting biases.
  • Saving records: Video interviews can be recorded for other colleagues to survey, future reference, and review.
  • Wipes out scheduling: Asynchronous video interviews are recorded at the candidate’s accommodation, which means there is no compelling reason to manage to schedule.
  • Decreasing cost: Video interviewing can diminish employing costs significantly, as it helps save efforts that would some way or another be spent on manual screening.


Video interviewing limitations

  • Requires an internet connection: Virtual interviewing ordinarily requires a steady Internet connection, which may be tricky in certain areas.
  • Coming up short on the right apparatuses: All candidates probably won’t have access to the resources needed for a virtual interview.
  • Skills gap: While video interview ATS are normally easy to use, there’s generally the possibility that a candidate will not be technically adequately knowledgeable to participate in a virtual interview.


Best practices for video interviewing

The following practices can be implemented to improve your recruiting process:

Be transparent with candidates

During the video interviews, it’s critical to be as straightforward with your candidates as could be expected. While video interviewing surely turns out to be common now, it’s still not the standard procedure all over the globe, meaning a portion of your candidates may not be familiar with the configuration at first.

Get the interview started by clarifying the process, letting them know how you’re utilizing the recordings and why, sharing where the recordings will be stored, tending to potential privacy issues, and responding to any inquiries they have.

Put the candidate experience first

When conducting video interviews, make sure to put the applicant’s experience first. Present your organization, permit candidates to re-record their interview if conceivable, and track down ways of making the video interview engaging.

You can make the interview more natural by requesting that candidates share something connected with their work and the job they’re applying for.

Structure your video interviews well

You should structure your video interviews in a manner that is reliable and viable. Keep interviews short, as they’re intended to replace telephone screenings as opposed to in-person or face-to-face interviews. Pose the right inquiries and gather feedback to further improve the interaction in the future.

Check for integration with your ATS

Most organizations utilize an ATS to store and save data on every applicant. Picking a video interview instrument that incorporates with your ATS will permit you to save every video interview on the candidate’s profile, where it very well may be assessed (and yet again surveyed) by different colleagues. Doing this will assist you with disposing of the progression of saving and transferring interview recordings to the system you’re utilizing to track your candidates.

Remember that some ATSs like RecruitBPM has a built-in video interviewing module. Assuming yours does, ensure it incorporates the features that you want to smooth out the pre-selection process.

Choose the right video interview ATS

Lastly, pick the right virtual interview providing ATS to meet your recruiting needs. Would you like to diminish the time spent on telephone screening and carry out single-direction virtual interviews? Or then again would you like to conduct live video interviews? Or then again both? Posting down your requirements will assist you with focusing on the ideal functionalities while searching for choices.

Remember to ensure the video interview apparatus you pick can oblige an organization of your size and can incorporate with your present ATS or you can avail the services offered by RecruitBPM for this purpose.

Additionally, it’s essential to be careful about the video interviewing module that utilizes Artificial Intelligence (AI) to analyze interviews. Some video interview tools or ATS are programmed to make automated decisions in light of facial expressions. Alongside moral concerns, this can even have lawful ramifications in specific states.

What’s the best video interview software?

Regardless of whether you’re following prescribed procedures, it’s vital to observe the right video interview-enabled ATS for your organization. The video interview enabled ATS that you pick should meet your requirements and proposition.


RecruitBPM is an all-inclusive ATS and CRM with a video interview module that permits you to carry out eccentric virtual interviewing in your applicant pre-selection process effortlessly. Recorded video interviews can be blended in with other assessments, which let you test everything from mental capacities to skill sets.

The video interview module permits you to transfer your own recordings or composed inquiries to perceive how candidates reply through recorded video responses. You can acquire a genuinely encompassing perspective on every candidate by combining RecruitBPM assessment data with subjective outcomes from video interviews.



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