Are Video Interviews Replacing The Traditional Interview

Are Video Interviews Replacing The Traditional InterviewThe replacement question. One Im often asked as the CEO of a company that offers video interviewing solutions. Are you looking to replace the traditional, in-person interview with video interviews? The short answer is no. The main purpose of video interviews is to bridge the gap between an anfangsbuchstabe paper resume to the in-person interview. Thus, this new wave of interviewing should be landseen as an enhancement to the screening process rather than a replacement to the traditional interview.The Distance GapThere are multiple ways video interviews bridge the gap between an initial paper resume and the in-person interview. For one, video interviews enable a company to screen candidates anywhere in the world without the need for travel. Does that mean companies wont continue to fly people in town for an in-person interview? No, but it does mean that companies will be able to make smarter decisions on who they fly in. Not to m ention the benefits for the candidates abroad who may not be able to make it in town such as students studyingoverseas.The Insight GapHow do you evaluate candidates and decide who to advance further along in the hiring process? If you havent explored online interviewing, then Im assuming youre still conducting those time-consuming phone screens- a topic I discussed earlier in the week in an article on why you should be conducting video interviews. While I did say that video interviews arent meant to replace the in-person interview, one-way video interviews are a time-saving alternative to the traditional phone screens. PLUS, you gain way more insight on candidates. On video, you see personality, energy, charisma, professionalism and most importantly, body language.The Tie-Breaker GapIn the previous two scenarios, video interviewing helps shrink the gap. In the scenario I like to call the Tie-Breaker Gap, video interviewing widens it. In todays ultra-competitive job market, recruiter s inboxes are flooded with similar looking cover letters and resumes from candidates with almost identical qualifications. How do you judge one candidate versus another? One answer could be a phone screen, but we just discussed how inefficient that can be. The other option is to use video in the hiring process. For example, create a set template of questions for a one-way video interview. Send the template of questions to candidates who are similar on paper and let the tie-breaker begin. Evaluate whats not on paper and youll be able to better differentiate between candidates and widen the gap between candidate As qualifications and candidate Bs.After examining how video interviewingbridges(or widens in the case of the tie-breaker) multiple gaps in the hiring process, one should be able to see how it can be integrated as a key piece of the screening process leading up to a traditional interview. An in-person interview is a big investment of time. The preparation, theinvolvementof mul tiple individuals, the scheduling and more can make one dread the traditional interview altogether. However, if smarter decision making is enabled by a screening process leading up to the traditional interview, then that investment of time is well worth it because its being spent on a quality candidate and hopefully your next superstar employee. So are video interviews replacing the traditional interview? Ill let you be the judge.