Spoiler alert: Video interviews should be part of your hiring process

Back in 2008, I implemented the first video interviewing tool in my organization. At the time, we were looking to solve a problem where new graduates were being asked the same interview questions over and over by different departments. We chose HireVue as our vendor, particularly because they had an “on-demand” recorded interview option. We asked the questions, and candidates opted in to record their responses on video. The option took off, offering distinct advantages for both candidates and hiring leaders. Here are my top six.

1) Recorded interviews ensure that every candidate is asked the same questions – and therefore given the same opportunity to succeed.

2) You can interview more candidates – and see the whole person – versus just a resume or application.

3) Candidates can interview when they are at their best. For some of our candidates, who were night-shift workers, it was in the middle of the night. This meant they weren’t disrupting their sleep schedule to come in to interview.

4) Hiring managers who work alternative schedules (nights/ weekends) can more easily participate in interview feedback because they’re able to view the interviews when they are at work.

5) You have the opportunity to show other parts of your culture through video introductions and closings.

6) Video interviewing can increase the speed at which hiring gets done. Just imagine coming in and having resumes AND interviews ready to view only a few days after posting a job.

Today, people have become much more comfortable with video technology through Teams, Zoom, Skype, and others. It may be time to formally include a video interviewing tool in your TA stack or enhance what you’re currently doing. Take a look at the exciting options — old and new. (Check out Clovers AI and their inclusive tools) to find a tool that fits your organization. The advantages of increasing the number of people offered the chance to interview will only increase your hiring success.