Conducting an interview in person, face to face, can be impractical for a number of obvious reasons. At the same time, developing the skill of interacting via video is also becoming increasingly important for individuals in the modern work environment, with more and more roles carried out remotely.
Conducting video interviews brings numerous advantages to the employer too, namely increasing the hiring speed, the cost of the acquisition and often the quality too.
Yet the reality is there is a lot of noise around the art of conducting a video interview, with much of that noise shrouded in myth. The reality is often very different, as those who regularly work with video interviewing have discovered. Here are seven top myths surrounding this activity.
1 | CANDIDATES DON’T LIKE IT
It’s simply not true to say that candidates prefer face-to-face interviews. Anecdotal evidence exists in abundance to inform us how much people dread physically attending interviews, so granted, it’s a low-water mark to start from. But the fact is performing an interview in the comfort of your own surroundings will set people much more at ease than if they have to physically attend an unfamiliar location. Then there is the stress of having to arrive on time with all of the variances with traffic, public transport and so on.
“In one study, 81 percent of first-time video interview candidates said they would be happy to go through the process again. How many people can really say that with face-to-face interviews, if they really had the choice?” asks Belinda Sorenson, a recruiter at StateOfWriting and AustralianHelp.
2 | IT’S SOMEHOW DIFFERENT TO CONDUCTING A FACE-TO-FACE INTERVIEW
Research also suggests that the behavior of both the interviewer and interviewee in a video session is almost identical to that when the interview is carried out in person. Therefore, the ability to effectively judge the candidate should not be impacted upon.
3 | IT’S ALL ABOUT COST CONTROL
Yes, of course conducting video interviews is more cost effective, but the fact is, it vastly increases the size of the pool of talent a company can tap into. The job itself may be remote or not, but the fact is it facilitates opportunities that would just not be possible if everyone had to be in the same place at the same time. Video interviewing is increasing efficiency and then ensuring a better calibre of talent is hired by the company. For the interviewee, there are simply more opportunities to interview, which has to be a good thing.
4 | IT FALLS DOWN ON COMPLIANCE
Once more, this is simply a myth. In the United States, the Equal Employment Opportunity Commission has already laid out its opinion that it considers video interviewing to be covered by all of the same regulations as conventional in-person interviews. Take care to follow the usual structures of a fair interview process, and using video technology will not impact compliance at all.
5 | THE TECHNOLOGY DOESN’T FACILITATE A GOOD EXPERIENCE
The fact is, most people instantly think ‘Skype,’ but there is specific and cost-effective software that is designed especially for the process of conducting a video interview. Software like Zoom, for example, can easily facilitate group interviews and also allow private discussions to take place within the confines of the interview. The technology is there. You just have to be careful to select the right one for your needs.
6 | IT REQUIRES NO EFFORT
Preparing and executing a video interview does require adequate time and attention, and the most effective organizations in this practice employ administrators who facilitate the video interviewing process and set everything up neatly for the interview and interviewee to attend. This simply eradicates any confusion and/or software issues that can arise. It is also a good idea to carry out basic video interview training with hiring managers before you proceed, but the technology itself is simple to use.
7 | IT’S COMPLICATED
Once again, this is simply not true. Most people are familiar with how to operate Skype, and although Skype itself may not be the best software to employ for such an activity, the software that you will use will often work along the very same principles.
“Get a little bit of training, have an office administrator prepare the minutia, and you will be up and running in no time,” suggests Allen Scholes, an HR manager at BigAssignments and OxEssays.
The fact is, this technology has existed in one form or another for over 15 years, and many businesses are already using this approach to tap into a whole new world of talent. Don’t get caught behind the curve.
Monique Mahler is the VP, Marketing & Partnerships at interviewstream. She is an avid researcher of facts, a self proclaimed marketing geek, and an equestrian in her spare time.