Video interviews are increasingly a part of the hiring process, in part because of time constraints, distance candidates, and the ubiquity of video conferencing.
SEE MORE: Five Tips for Great Video Interviews
A recent article on Mashable argues that employers will use more video technology in the future, and will do so in new ways. The list is written under the guise of predicting the future of video interviews, and it largely misses the mark, despite being posted by the CEO of a video interview company.
The large roles I see for video in the hiring process are threefold:
1. Video resumes. There is no better way to show creativity and personality than through scripting, shooting, and editing video. And though most candidates don’t proofread their resume nearly enough, in the age of selfie sticks and constant avi updates, I’m willing to be that they’ll watch and edit their video resume until it’s flawless.
2. Screen-share interviews. Josh Tolan is quite right to note that assessing a candidate’s skillset is remarkably simple through a video call with screen-sharing, where the hiring manger asks a candidate to perform a task, then watches the screen as the interviewee shows their finesse, skill, and thought process by working on an actual task. It’s like a modern-day typing test for designers, writers, or developers, and I believe it’s an incredible boon to the interview process.
3. HR video company descriptions. Aside from letting someone work in your offices for a fair amount of time, there seems to me no better way to show candidates the culture, priorities, and nuances of your organization than to create a video greeting card. We often try, in the laborious and fraught process of writing job descriptions and job announcements, to convey with voice alone, the culture of the company. We’re after fit, right, so why use just writing to explain the feel of a company? Photos are good, but video is better.
The ways I don’t expect video interviewing to go much further:
1. Video recommendations. No manager wants to put on film a recommendation for a colleague. It just makes no sense to spend the time and effort to make a solid video referral when you can type a letter or email more quickly, with fewer chances of making an fool of yourself.
2. Video job postings. See above. It’s challenging enough to get a team to agree on the basic requirements and ideal qualifications of a candidate, and word them in the company’s brand voice. But producing a video for each job posting? That’s a bit beyond what, in my experience, clients will be willing to do. Consider the time and energy it takes to script, shoot, produce, and edit; then double it to get buy-in from stakeholders. Blah. Just write a job posting. And if you get stuck, read this.