Hiring managers want to get the right candidates as quickly as possible. Candidates they love to work with, who have the right mindset for the job and fit into the team! Nothing is more frustrating than having to sit through a personal interview when the applicant just doesn’t fit at all. Imagine how great it would be to avoid this, by narrowing down the field to really qualified candidates earlier on? How can pre-screening candidates be quicker and more effective?  Video interviewing can help. How? Let’s have a look here:

1) They save precious time

Say goodbye to scheduling conflicts and difficulties: interviews are asynchronous, so candidates can do their interview whenever it suits them. Hiring managers and other decision makers can then review these videos whenever they have a spare moment. Screening applicants this way is faster and much more flexible, making the interviewing process shorter; a win-win for everyone involved.  

2) The more specialised the skills for a job, the better they can contribute

How can HR possibly evaluate a candidate’s competencies given the highly specialised profiles that technical departments are looking for? Let your technical department assess your candidates by themselves, it’s as easy as that. Let them watch the video interviews and rate candidates according to the technical skills they need to excel at the job. 

3) They assess candidates more accurately

Video interviewing ensures that a set interview structure is followed. All candidates must answer the same questions, so it’s clearer to assess whether they possess the required expertise needed for the position. A clear structure eliminates bias and ensures that decisions are made on candidates' skills and nature, rather than a recruiter's gut feeling. It provides a more reliable hire, as decisions are made more objectively than emotionally. 

4) They will be happy to have the best potentials in the final interview

We all know that a bad hire is expensive. See here how much a bad hire can cost your company. 

Using video interviewing as a first round interview, you and your hiring managers can narrow down the number of really good candidates. As a result, you will only have the most qualified ones in subsequent selections steps, such as the assessment center or personal interview! 

5. They are the best to check the team fit!

Cultural fit, team fit … we’ve all heard of it, we’ve all written about it, for example here: http://www.viasto.com/en/vi-recruiting-blog/cultural-fit-buzz-word-meaningful-concept/ 

Undoubtedly, it is important to make sure potential employees fit into the team. You can hire a genius, but that will mean nothing if they’re rejected by the team they’ll be working with. Up until now, cultural fit has hardly been assessed in the selection process. Sure, you’re testing general teamwork skills, but the best option would be to include your hiring managers into the process. They will be amazed by the opportunity to check candidates’ team fit. 

So, as you see, there are at least five good reasons why your hiring managers will love video interviewing: it will make recruiting easy, ensuring that only the best people that fit the team will be selected, making the entire selection process quicker and more efficient. 

Just in case you might want to know more abut how video interviewing, here is a cool and in-depth e-book for download (it's free.).

Hope this article has been useful! Let me know.