Video Job Interviews: Remote trumps Live

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:

Interaction

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.

Technical Aspects

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.

Interview Length

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.

Candidate Evaluation

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.

Security

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.

Legal aspects

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.

Convenience

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.


www.entervista.com/blog

Views: 154

Comment by Jerry Albright on September 17, 2008 at 9:26am
Hi Ryan. Interesting post. I know we all wish video was the end all solution to weak resumes and crazy interviewing processes. But until our clients WANT video to become a step in their process I really don't see it being worth the ADDED time in the process, ADDITIONAL training for the candidate and DISCRIMINATORY ramifications (real, valid or otherwise)

I DO agree though that the old style of resume has been beat to death and really should change. We've got the technology to do something new and yet very few recruiters are investigating those other options. It's a very small group of us out here trying to create a brand new world with our approach.

My company has brought a very appropriate tool to the market in the past few months: Verbal Summary

Using this tool requires no training, confusion, HR legal concern, time loss, money invested, passcodes or downloads for the client. Nothing. The only person doing anything different is the recruiter. It's just that simple.

It is my feeling that once we enter "how someone looks" into the equation during the "screening" phase we have changed the decisional process from qualifications to personal appearance.

P.S. I jumped over to your website and it is quite confusing. The screen was all jumbled up with different languages (I think?) and fonts, etc. with the demo video not even working yet? Just something to think about. You've put the link out here for over 12,000 recruiters to visit.

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