The obvious use of Video in Recruiting is at the job interview itself, through Video Job Interviews.
The "Live" option works in a way similar to MSN-Skype video applications, allowing conversation to take place.
In the "Remote" option, a Company sets up a Job Interview, sends it to the Candidate, and he/she completes it independently using a webcam.
Both live and remote Video Job interviews beat Video Resumes in interaction capacity, legal convenience and risks of video publicity. However, Remote Video Interviewing appears as the superior alternative in almost every aspect.
Live vs. Remote Video Job Interviews
Some important aspects we can compare Live and Remote Video Job Interviews are:
While the Live option has the advantage of allowing real conversations to take place (answer to answer), Companies and Candidates still need to schedule a time to meet online, and meeting online can be inconvenient when the Candidate is in a different time zone.
In the Remote Version, a company can send one interview to many candidates at the same time, so they only need to ask questions once. This allows high flexibility as there is no need to schedule meetings. Companies and Candidates can do their part anytime, anywhere.
In Live interviews, it is also more likely that technical difficulties will arise during the interview, as there is no special preparation. This can be awkward. Prior testing of sound and image and the independence of the processes in Remote Video Interviewing minimizes risk of technical difficulties.
In Live Video Job Interviews, the duration of the interview is usually indeterminate, like in face-to-face interviews. Remote Video Interviewing allows setting maximum times to respond to interview questions.
The Remote option has clear advantages for recruiters, allowing them to easily administer candidate info, compare and evaluate candidates within a secure platform, and share videos with Hiring Managers. With the Live version, there is no aid to the recruiter for the evaluation of Candidates.
In the Live version, if the interview is recorded, it is difficult for Recruiters to share video interviews with Hiring Managers securely. In contrast, Remote Video Interviewing allows video storage within a secure platform, reducing the risk that Video Interviews will end up in unwanted places.
With Video Job Interviews generally, the danger of discrimination suits is not an issue as the risk is as high as with face-to-face interviews.
Remote Video Interviewing reduces the risks of an illegal question being asked during an interview if using the predetermined questions, while the Live version works just like a face-to-face interview in this regard.
Remote Video Interviewing offers the possibility to include language and other tests to interviews, adding another element to aid in candidate evaluation. Also, it makes possible to replay videos and to store them online through a secure platform for a period of time.