What You Need to Know About Video Interviewing Candidates

Kristina Finseth


It's 2017, and we have a solution to almost everything through technology. It's no different in the business of recruiting either. Think about video interviewing. A video interview is a way for organizations to connect with talent with video and audio functionality. Like a normal interview, the only difference is that instead of being in-person, the candidate and the interviewer are in separate locations sitting in front of their camera on a computer or mobile device.

As video interviewing becomes a normal practice for many organizations, we decided to lay out the pros and cons.

First, let's look at the pros.

Save money and time. If you and your candidate are not int he same part of the country or world, video interviewing is a simple, easy and convenient way to bridge that distance gap. Video interviewing allows your organization to save money by eliminating the upfront costs associated with facilitating travel, airfare and lodging for a candidate. At the same time, a video interview allows you to connect with potential candidates on their own time, on a lunch break, or outside of normal hours without impacting their current position.

Expand your candidate range. If your organization is open to relocating the right candidate for a position, a video interview allows you to expand the candidate range. This can particularly come in handy for niche or hard-to-fill positions. Instead of only searching for candidates within a certain geographic proximity to your office, you can interview people across the country and world easily, increasing your talent pool. Video interviews open up a new source of people that you can consider as prospects.

Cut down on bad interviews. A great way for organizations to utilize video interviewing is to conduct both a video interview and an in-person interview as a follow-up. This way, if an organization likes a candidate after the initial video interview, they can go ahead and invite the candidate to an in-person interview for further assessment. This will be effective, because organizations can use this as a strategy to cut down on the amount of candidates they bring in for an in-person interview. Instead, candidates have to get through the first phase of interviewing, and make the initial cut.

Here's a look at the cons.

Nothing quite like face-to-face. Many people argue that a video interview doesn't allow for the organization to get a true feel for the candidate. Plus, not all candidates are willing to complete a video interview as part of the recruiting and selection process, and if you decide to eliminate them as result, you could be losing out on potential talent. For example, being face-to-face allows the interviewer to get a better sense of a candidate's body language, and some question the authenticity of a video interview since a candidate may not be super comfortable with this format of interview.

It could feel impersonal. With video interviewing, some candidates could feel that they are not receiving as much attention as they would in an in-person interview process. This could potentially make candidates less interested in a position, or an organization could lose out on potential candidates who don't understand or embrace the video interviewing aspect of their recruiting process. All people, including candidates, want options and to feel special.

Feeling uncomfortable on camera. Interestingly enough, some people actually feel more uncomfortable and unnatural speaking on camera than in person. This may be a disadvantage to both the candidate and the organization. The candidate may feel that he or she is not able to show their fullest potential to the organization. Inversely, the organization is unable to obtain a foolproof examination of their candidate. Being camera shy is perfectly acceptable, but it definitely can be a hurdle on both ends.

As you can see, there are both pros and cons to video interviews. Whether we like it or not, the convenience and advantages of video interviewing outweigh the disadvantages, and it will likely continue to become a staple for many organizations during their recruiting, interviewing and selection processes.