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Use of recorded video interviews for recruitment

Marc

Hello everyone,

I wondered how widespread the use of recorded (asynchronous) video interviews are for recruitment and what tools organisations are using?

We're considering introducing recorded interviews to support the shortlisting for final, face to face interviews. We've recently trialed one such tool which allowed us to prerecord a set of questions which candidates then gave answers to via their laptop, smartphone or tablet. Overall it worked well from a assessment perspective although the candidates were more mixed about the experience. We didn't use one of the newer services which utlise artifical intelligence to appraise candidates - I don't think we're ready to go down that route and I would need to see strong evidence supporting the AI's judgments validity and freedom from bias.

Do colleagues have any experiences that they would be willing to share? Happy to have receive recommendations - or caveats - as messages! Thank you.

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  • I supported someone I know with a recruitment exercise that was carried out entirely by Skype. We had an interesting debate around it, because I too found the prospect of being interviewed via a screen, without ever meeting the employer face to face, an odd one. However, the business itself required that the individual would be comfortable with interacting remotely - they have people working all over the world, so need to have meetings and 1:1s with their managers at a distance. It was important to them that they recruited someone who would be confident and natural in that setting - so the use of the technology was totally appropriate.

    This is my long-winded way of suggesting that if you are looking for someone who needs to be a digital native with this kind of working, able to present themselves confidently remotely and work efficiently with video technologies - then the process itself can be a good test of skill.
  • in reply to Nina Waters
    I think asynchronous (recorded) interviews differ from Skype interviews in a number of ways. The questions are pre-recorded, with set time limits for responses, and as others have mentioned there is no interaction with the interviewer. So there's no active listening cues or probing questions which, as others have highlighted, can make candidates self conscious. On the plus side for candidates, the interview can be conducted at any time and place within whatever deadline has been set.
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  • in reply to Nina Waters
    I think asynchronous (recorded) interviews differ from Skype interviews in a number of ways. The questions are pre-recorded, with set time limits for responses, and as others have mentioned there is no interaction with the interviewer. So there's no active listening cues or probing questions which, as others have highlighted, can make candidates self conscious. On the plus side for candidates, the interview can be conducted at any time and place within whatever deadline has been set.
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