Five Reasons to Record Video Interviews

Thanks to two-way video interviews, hiring managers can get to know candidates located thousands of miles away without shelling out for travel costs. But a recorded version of that interview has several advantages of its own, from team collaboration to opportunities for self-evaluation. Here are five reasons why you should be sure to record video interviews.

1. Engage with the Candidate

As with an in-person interview, if you’re too invested in taking notes, you’ll miss an opportunity to truly engage with the candidate. With a recorded interview, you can forego the notes and have a real one-on-one conversation with the candidate, picking up on verbal and non-verbal cues along the way.

2. Rewatch for Details You Might Have Missed

A great candidate can go into extensive detail about past performance and workflow. With the ability to re-watch, you can take a second look at facts, figures and other specifics that you might want to take the time to confirm with a reference or compare to another candidate’s answer.

3. Share With Fellow Hiring Managers and Department Heads

Oftentimes, you’ll want a second opinion before moving forward with a candidate, either from a fellow hiring manager or the person that the employee will be directly reporting to. Record video interviews so you can be easily share it with others, and tell a lot more about the candidate than your own notes.

4. Slot the Candidate In for a Different Position

Just because the candidate interviewed for one position doesn’t mean they’re not a better fit for another. If you notice this during or after the interview, you can rewatch or pass along the recorded interview with a different role in mind. This will save you and your colleagues the hassle of performing a second round of the initial interview.

5. Improve Your Personal Interviewing Style

Recorded interviews let you review a candidate’s performance — but how about your own? As interviewers, it’s important to fine tune our process as we go. Take the opportunity to look at your own performance, from body language to tone to the kinds of questions you ask, and make note of ways you could make the interview better for the candidate and your company.

About The Author

Esteban Gomez is a marketing consultant with interviewstream. He loves learning and has a passion for traveling, having visited many countries including China, Colombia, Italy, and Peru.