For every silver lining…So what are the real pros and cons of video interviewing? We delve into the top 5 disadvantages in this blog post..and if (and how) you can overcome them…
If you missed our previous blog in which we look at the 5 main benefits of using video interview, you can check it out here.
Some of these disadvantages can be counteracted with careful thought or a well-considered strategy as to exactly when you should use video. Yet if you’re considering whether to adopt video interviewing into your recruitment process, it’s best to be aware of some common pitfalls.
The 5 Cons of Video Interviewing
1.One-way interviews don’t allow you to sell in your company
83% of talent say that a negative interview experience can change their mind about a role or company they once liked, whilst 87% say a positive interview experience can change their mind about a role or company they once doubted.
Deloitte, ‘Your candidate experience: Creating an impact or burning cash?’
In today’s market, selling your employer brand is more crucial than ever and a positive interview experience has the power to change people’s minds.
Establishing cultural fit is important for employers and candidates alike. In fact, a LinkedIn study found that 71% of employees would take a pay cut to work for an organisation with similar values (via People Management).
Of course, this can be overcome by selecting two-way video interviews. Or you can use a recruitment consultancy to conduct the initial stage one interviews, as they can sell in your culture and the role and determine if there is a good fit.
2. Some candidates may be nervous speaking into a camera
The reality is, in today’s world the traditional CV for recruitment is dying a death. Millenials are used to posting videos to social media. Whilst some older or shyer candidates may not be, it’s actually much easier for them to build a rapport with interviewers via video than telephone than in first-stage interviews.
If you’re recruiting for roles where social selling is key, then solo interviews enable you to screen out unsuitable applicants early. If, however, you’re recruiting for a role where presentation skills aren’t an issue, then stick with two-way video interviews to avoid the fear of bloopers. After all, even us seasoned professionals sometimes get it wrong..!
3. Internet connection issues and picture quality
Who hasn’t been on a Skype or Facebook video call where the connection cuts out? It’s therefore important to select your software carefully (this was one of the reasons we selected Broadcast, because it has had 100% up-time since 2016.
However, do be mindful that if the candidate has an unstable or slow internet connections it can affect things.
4. Are video interviews discrimination traps?
Video interviews enable unconscious biases to set in more than telephone interviews, so there is always the possiblity that this will lead to discrimination.
However, as Ryan McCabe – CEO of the no.1 video interviewing platform for recruiters – points out in The Honest Truth About Video Interviews & Diversity, video interviews can actually help ensure fairness and transparency. The structured format can reduce bias and video analytics can help spot any unconscious bias trends as you can see how long someone watched a video for.
5. The best video interviewing software can be costly
If you are looking for video interviewing software that doesn’t present potential connectivity and picture quality issues, or you want some of the advanced features we’ve mentioned, it can be costly.
However, you may be able to access video interviewing software as part of your recruitment consultancy fees. For example, we offer our Broadcast software as part of our Edge product.
Are you considering whether to use video interviewing in your recruitment process? Not sure when you should use it or what features you really need? Then check out our WEBINAR: Video interviewing: when and how to use it to hire better.