RCEuro Member Blogs

Video Applications


The interview process has long been some what of a insulated and protected process, that no one dare suggest we conduct them any other way then face to face.  Sure we have initial phone interviews to gauge whether a candidate is actually human, and can put more than 3 words together coherently, however face to face is seen as KING when we determine whether or not we should hire a prospective candidate.

But what if technology can assist and support our decisions and even help speed up the process of decision making?  How would, and how could video be of any assistance, and even replace or add additional value to something that is revered as sacred?  And would candidates appreciate a faster process along the way?

Video interview’s can be used in 2 primary ways.  As an initial screening tool to replace the phone interview with a series of customized questions, or as a means to forward to a hiring manager or senior management colleague for further insight and assistance in the hiring process.

We all know how difficult it can be to reach people these days.  Yes we all have mobiles, are all on 3-4 social networks, but to actually speak to someone on the first phone call is really quite difficult.  What if, as part of the application process, we conducted our phone interview, or better yet, our video pre-selection/screening video?  

Imagine for a moment the earth is round (yes I know it is, but some people have stopped reading at the sheer thought of using video now, have to keep you here somehow) and we have the ability for the candidate to respond to a customized series of questions (let’s say 5) that are the same questions used in your phone interviews.  The candidate, whilst applying for your vacancy, records a video and answers the questions you have outlined.  You now have 20 applications in your inbox along with 20 videos attached.

Now before everyone jumps up and down and say’s “Hey don’t have time to watch 20 videos and read 20 resumes”, guess what?  You don’t need to.  The process is quite simple.  You have 20 applications, you short list an initial 5, and have 2 “maybe’s”.  After reviewing the 5 short-listed candidates video’s, you cull this down to 3 as their responses to your customized questions don’t quite match up to what your client, or your company are looking for.  You review the 2 “maybe” candidates, and you were right, they will stay in the maybe pile for the time being.

So where does that leave us.  You have 3 candidates to bring in for an interview.  But has this achieved anything?  

Here is a simple calculation.  

Average phone interview time – 10 minutes
Candidates to be phone interviewed – 3
Time to phone Interview – 30 minutes
Time spent chasing candidates for phone interview – 20 minutes

Ok, so 50 minutes approx. saved is not a bad start.  But it gets better.

Candidates to Interview (from original process of phone interview) – 5
Average Interview time – 1 hour
Total Interview time – 5 hours

Candidates to Interview (video interview process) – 3
Average Interview time – 1 hour
Total Interview time – 3 hours

Time saved = 2 hours interview + 50 minutes for phone Interviews
Total = 2 hours 50 minutes

Now what could you do with that extra 2 hours 50 minutes.  What would you CEO say if you save that amount of time on each hire.  How happy would your hiring manager be about only interviewing the most relevant candidates and having more information from the get go?  What dollar value can you place on almost 3 hours of time saved and would your CEO and FC be happy with this outcome? Would you be happy with even saving half that amount of time per hire, on half of your vacancies?

Now you might be sitting there reading this thinking there is no way that any of this is possible and that your processes are sound.  This may be true, however we are all looking to improve our processes and streamline efficiencies across the board.  There is little doubting that candidates are comfortable with video in their lives, just look at the strength of video sites across the net, and the gamut of hours watched.

The Internet and the technology attached to it have added great value to the hiring process already.  The ability to strengthen this further by utilizing video platforms to attract, engage and retain your talent is here right now.  Is it really that far fetched to think that video cannot add value?