A week from today, Kris Dunn and I will be dropping some knowledge on some of our HR peers on How To Use Video in Your HR Shop – It’s Free – It’s 60 minutes – you’ll probably waste at least that much time next week talking with Sandy at the water cooler about the new Bachelorette and how much the new girl so totally doesn’t deserve to be there. While we will be talking about 5 Ways to Use Video to Raise Your HR and Recruiting Game. Sales pitch aside, I can’t get off one of those ways, which is completely changing HR and Talent across the world right now – Video Interviewing and Screening.
Yeah I know, it’s not new – but what is new, is that technology has finally caught up to what we needed in HR – Simple, fast and user friendly. Video Interviewing and Screening is a game changer for HR and organizations when you are trying to get the best talent.
So, here are 3 Reasons You Should Be Using Video Interviewing:
1. You have less budget money every year – this will save you a ton on your candidate travel expense. You can then use this in other areas where you really need it – think engagement, upgrade to employee referral program, etc.
2. Your hiring managers are dumb. Well, not really, but while reading a resume “takes too much time”, you will be amazed at how many short candidate videos they will watch!
3. It’s not hard – we’ll show you – and you will be more technologically savvy then the rest of your organization!
Register right now and FOT will send you a HR/Talent Video Tool Kit – just for registering!
It might be the best 60 minutes you spend next week – even if you miss some Bachelorette gossip!
We just hired a few new campus reps for the company I work at (Equals6.com) and video interviews are so awesome for us. To interview someone across the country or even to train them is so much easier and more engaging with tools like Skype or WebEx.
We had such luck with video that we starting doing Web Recruiting events through our site for ourselves and other companies.
So long as there are ways to track the interviewers, their selection process and its transparency, I am for video interviews. Unfortunately, it will be no surprise that this (old) technology will be abused by some hr (professionals).
That aside, it does make sense to video interview candidates. It is too expensive to fly them in (and out), network speed/bandwidth is such that almost any video tool can be used. However, for those companies which need secure connections, webex, skype and oovoo should do nicely.
Lastly, let’s get back to policy and procedure. There needs to be a workflow which provides oversight (but does not feel like some huge weight) and is tracked by the systems in place (it can be attached to existing ATS).
Steve –
Good points – I think as HR Pros we always need to worry about how the tools we provide might be abused – but I don’t see any difference between video and live interviewing for this abuse to happen. If someone isn’t going to hire someone based on their race, gender, etc. – they can do that live just as easy as they can do it through video.
I also agree with you that this isn’t necessarily “new” technology – but for most HR Pros – it is something new to their shops and has great possibilities to speed up their hiring process and save money.
Using video interviews could be a great way to streamline the process more efficiently (and affordably). Great idea, thanks for sharing.
I think to Steve’s point, some of the best video interview options on the market today record and keep interviews on record, so this allows to ensure and prove any type of compliance as well as do side by side interview comparisons of candidates to pick the best people.