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Top 5 Benefits of Video Interviews

Top 5 Benefits of Video Interviews

When searching for candidates, organizations look for employees who are a good match on the skills, and are the right cultural fit. And they want to find these people fast.

On the phone, a lot of candidates appear to meet the job requirements because the communication is limited. Recruiters can’t see the body language, and it’s hard to tell if a candidate has functional expertise.

So how can recruiters and organizations save time and money on pre-screening, and ensure that only the best candidates make it to on-site interviews? The answer is video technology.

Technology has become a great game changer when it comes to recruiting. Video interviews give recruiters and organizations more insight into candidates in the pipeline, ensuring that only the best ones move forward in the interview process.

Let’s consider the following scenario. An organization is looking for a candidate. Here’s what an average process looks like before an organization decides if a candidate is the right fit and it’s worth investing more time and money into this person:

  1. Screening time
  2. Phone interview time
  3. Scheduling time
  4. Candidate’s travel expenses (if applicable)
  5. Manager’s time to interview
  6. Team’s time to interview

With video interviews, you’d know after step 2 if a candidate is the right fit for the job. So why do you have to wait to see the candidate until you bring them on-site?

In the past, organizations didn’t have a choice. The only way to see a candidate face-to-face was to invite them on-site. With the help of video and technology, organizations can save time and money by using video to pre-screen candidates.

Paul J. Bailo, an author of “The Essential Digital Interview Handbook”, says that video interviews are about time and cost efficiency, and that “…digital job interviews are the closest thing we have to face-to-face interviews”.

Here’re top 5 benefits of video interviews:

  1. Screen multiple candidates simultaneously.
  2. Search and analyze responses—all interview information is recorded.
  3. Get insights quickly—for example, examine verbal cues and body language.
  4. Recruiters don’t lose candidates due to scheduling issues—candidates can record their answers at the time that works best for them.
  5. Bring team work and collaboration to your hiring decisions.

Video interviews are gaining more popularity. Companies like EasyHire.me make it easy for recruiters and organizations to get started with video interviews—there’s no need to install any software or apps. You can just sign-up for a free trial and start interviewing at EasyHire.me

Contact one of our experts today for a free consultation on video interviews, and to find out if your organization meets minimum technical requirements to sign up for the service.

Why Video Interviews Are Seeing Increased Adoption

Why Video Interviews Are Seeing Increased Adoption

Finding the right candidate can be challenging and time-consuming. “Companies are implementing video interviews more and more, and people are actually getting hired faster now, because it’s less time and less aggravation on both ends,” says Paul J. Bailo, a digital executive and author of “The Essential Digital Interview Handbook.”

By adding video to the interview process, organizations and recruiters can quickly pre-screen multiple candidates at once, and observe verbal cues and body language to choose the right candidates.

Video interviews give employers the chance to test a candidate’s on-screen presence, but that’s not the only reason for this growing trend. Organizations state that conducting initial interviews with video saves them time, money and scheduling headaches and allows them to see more candidates than they would be able to manage otherwise. Recruiters can replay or review anything that catches their eye and compare candidates to narrow down the field before inviting a selection for a face-to-face interview or to an assessment centre.

While traditional interview processes probably aren’t going away any time soon, the time- and cost-saving benefits of interviewing someone via video, and its ability to transcend geographical barriers, will eventually lead to a significant reduction in face-to-face interviews. Video interviewing increases speed of hire, allowing recruiters to focus more time and energy on the best candidates.

The U.S. Bureau of Labor Statistics predicts that by 2030 the hyper-connected, tech savvy generation of millennials will make up 75% of the workforce. This new wave of people are tech literate, and accustomed to being connected anywhere, at any time. Thanks to the rise of mobile, cloud and social, millennials are used to flexibility, openness and instantly connecting with people regardless of their location. By adding video and collaboration features such as chat to the early stages of the interview process, employers can help millennial feel connected, and create the experience similar to social platforms.

At EasyHire.me, we believe that video is an essential part of today’s recruiting process. Based on the latest WebRTC protocol, video is supported by most browsers and doesn’t require installing any additional software. With EasyHire.me, employers can drastically accelerate their interview process by requesting candidates to take online video interviews, schedule live interviews, have them recorded and then collaborate among the team online when making a decision.

Watch a mashup of cinema’s most disastrous job interview scenes—do you think these companies could have benefited by doing video interviews? https://youtu.be/QBytUesZHl8

Video: An easy way to build human connection to hiring process

Video: An easy way to build human connection to hiring process

Recruiting is all about building human connections!

A few years back, the recruiting process was very different; it involved far more touch points. On a regular basis, a mega event would be hosted called “Job Fair” where companies would set up their booths to attract talent. Recruiters, hiring managers, and team members would stand in the booths to answer questions from the job seekers. The job seekers attend these events to learn about the job role, company, and culture by talking to the hiring manager and team. Often, interviews would be conducted then and there, and job offers would be made. Those were the good times when companies would fill open positions quickly and candidates would find jobs in just a few hours. Hiring was not as daunting as it is today!

Fast forward to present, recruiting has become more an online, automated, and impersonal process. Companies advertise the job in a myriad of ways making it extremely easy for candidates to apply, so much so that anyone, qualified or not can easily apply for the job. As a result, there are too many resumes coming from too many places. Companies are overwhelmed by the sheer volume of the resume and the hiring manager ends up viewing only a few resumes that are automatically selected by the system. As a result, many a time, the very best candidates get lost in a pile of resume while the companies find it difficult to find the right talent to fill the open position. Hiring has become a complex and arduous process.

What is lost from the past to present is the human connection! Job seekers interact more with online sites while employers rely on software systems that parse the resume based on few keywords. John Hollan, the editor of RecruitingDaily accurately pointed out in his article that technology should be utilized to facilitate the recruitment process, not replace it. The video recruiting is one such technology that brings the human interaction, back to the hiring process. Looking at a person and talking face to face over a video helps in forming the human connection. It improves the candidate experience, whether it is a screening interview or following rounds of interview.  The recent Indeed blog on video recruiting sums it up very well – “Purpose and human connection play important roles in every single stage of the hiring process — from researching and exploring options to applying and interviewing for a job”

How to recruit high-quality candidates?

How to recruit high-quality candidates?

Recruiting high-quality candidates who perform well has many challenges. Too many times hiring managers complain of candidates who were brought in for an interview to be greatly lacking the skills and knowledge to do the jobs correctly. 76% of the time to fill is taken up by the managers with recruiters feeling disappointed and frustrated thinking they had passed along excellent candidates.

While there may be many reasons for this result. One interesting theory may be that the candidates simply don’t know what they don’t know. A study published in The Journal of Personality and Social Psychology found that unskilled and incompetent individuals actually have an overestimation of their skills and knowledge. It seems that people give themselves too much credit and overestimate their grasp on subjects they know nothing about. The study also found that the more knowledge people have on a subject, the more they are willing to admit that they are not the expert and have a great deal more to learn.

How does this relate to hiring?

Blissful Ignorance from a Candidate — Candidates who are unaware of their skills and knowledge required to be a top candidate will not be second guessing themselves and may be perceived as confident and enthusiastic during the initial phone screen. The candidates who are more knowledgeable and more experienced may come across as uninterested and unenthusiastic when really they are well aware of all the challenges that may arise and address the questions with a healthy bit of caution.

An overconfident recruiter — Taking this same theory regarding the candidates, recruiters may be overconfident in their knowledge of the position and what questions to ask. They may be unaware of the proper responses they should be looking for and when to ask for help or clarification from managers.

How can video interviewing help?

Enabling recruiters to collaborate with managers in designing effective questions and suggested answers will enable clear expectations between the hiring team. Recruiters may also be able to work with more than one manager to speed up the screening process as well.

Allowing managers to collaborate on the screening process will empower managers to be involved sooner in the hiring process resulting in a clear partnership between the two parties.

Asking managers to create questions themselves as well as suggested answers to look for in the case that they are too busy to review the pool of interviews.

3 reasons why video interviews are trending

3 reasons why video interviews are trending

The biggest challenge in recruiting is keeping pace with growth while maintaining a high quality of hire. Many companies are adopting Video Interviews and Artificial Intelligence to supercharge the recruiting process.

Three main reasons why video interviews are trending:

  1. Reduce time to hire

    You will loose out talent if you don’t hire fast. Job seekers typically apply and interview at multiple places at the same time. Taking undue time in scheduling interviews, and making decisions, often times result in losing out the talent to competition.  A quick screening process and an efficient end-to-end candidate selection process is absolutely essential to maintain your hiring edge. Video interviews can be introduced into the hiring process in multiple ways. Pre-screening candidates using one-way video interviews allows hiring teams to scale the screening process, and 1-1 video interviews to reach out to more candidates across geographic boundaries. Further sharing video interview excerpts provide transparency and speed up the decision-making process.

  2. Video Streaming technology advancement

    Web-based video conferencing technology has improved leaps and bounds in the last couple of years. A few years back,  the videos were blocky, audio choppy and the overall experience was terrible. With the advancement of browser-based peer-to-peer WebRTC technology, we see a lot more video integrations with enterprise products. It is now easy to stream video in real time with high fidelity, anytime and from anywhere. A video interviewing platform like EasyHire.me offers HD quality video with recording and tagging making it a viable option to interview candidates remotely without sacrificing user experience. It is only a matter of time that video interviews will become the de-facto way of conducting interviews.

  3. On demand behavior

    Most people want and expect work items spanning short durations and tasks that can be executed at their own convenience. People are adopting technologies that help them to do byte sized work items. On-demand video interviews perfectly fit this behavior pattern. The hiring manager can go over pre-recorded video interviews of job applicants at their own convenience without having to schedule every single interview.

Technology, behavior and the rising demands in hiring are the influencing factors for the adoption of video interviews.

EasyHire’s 2016 wrap up!

EasyHire’s 2016 wrap up!

As 2016 comes to a close, it’s a good opportunity to look back and reflect on the last 12 months at EasyHire.me. Here are some of the highlights of the past year…

On-demand video interviews

On-demand interviews provide significant benefits to the hiring team. By creating a concise list of job-specific questions and inviting a number of promising applicants to record responses on their own time, the hiring team could get valuable pre-screening data to visually compare…. read more

Phone calls from EasyHire web interface

Recruiters and hiring managers can now call candidates on their conventional phones from within the EasyHire.me Interview Room. Similar to video interviews, the phone interviews can be recorded and shared with the hiring team… read more

EasyHire partners with Greenhouse

EasyHire.me platform enables Greenhouse users to take advantage of integrated video interviews from directly within Greenhouse to easily engage with the candidate and assess their knowledge, personalities, and skills… read more

Integration with Slack

With EasyHire.me integration with Slack, you would be able to configure a slack channel to receive interview reminders and notifications… read more

Code editor for technical interviews

EasyHire.me provides an integrated code editor for conducting effective technical interviews.  The candidates can choose to code in their favorite coding language (C/C++, Java, Javascript, Python, Perl etc.) using the inbuilt code-editor… read more

EasyHire job link

You can now create a public link to your EasyHire.me job posting and use it in all your job board postings, social media campaigns, and even email messages. Candidates will be able to click to take an On Demand interview immediately … read more

EasyHire.me partners with SmartRecruiters

“By partnering with EasyHire.me, SmartRecruiters will offer an integrated solution that makes it easier for talent acquisition teams to fill roles that are required to meet company goals and fill project requirements. As companies grow and scale, the video interviewing solution offers an efficient way to scout and hire talent,” said Jerome Ternynck, Founder & CEO of SmartRecruiters … read more

EasyHire.me integrates with Zapier

The integration with Zapier allows you to connect multiple apps with EasyHire.me, making it easy for data to flow across them… read more 

EasyHire.me partners with SmartRecruiters

EasyHire.me partners with SmartRecruiters

EasyHire.me announces a partnership with SmartRecruiters to bring online video interviewing to the talent acquisition platform.

“By partnering with EasyHire.me, SmartRecruiters will offer an integrated solution that makes it easier for talent acquisition teams to fill roles that are required to meet company goals and fill project requirements. As companies grow and scale, the video interviewing solution offers an efficient way to scout and hire talent,” said Jerome Ternynck, Founder & CEO of SmartRecruiters “We’re passionate about expanding our partner ecosystem with fellow best-in-breed tools, such as EasyHire.me, in order to enable our customers to quickly and efficiently hire the best talent.”

Read more about this partnership here.

Earlier this year, EasyHire.me partnered with Greenhouse as well to provide video interviewing capability to the Greenhouse users.

These partnerships allow talent acquisition teams to seamlessly and efficiently funnel the best-fit candidates through the pipeline.

EasyHire.me Job Link

EasyHire.me Job Link

We have taken on the challenge of simplifying the workflow for prospecting candidates and further improve your easy hire experience.

Our approach combines two distinct ideas that we have been hearing from you –  provide actionable content for candidates and set up self-service workflows to deal with scale.

You can now create a public link to your EasyHire.me job posting and use it in all your job board postings, social media campaigns, and even email messages. Candidates will be able to click to take an On Demand interview immediately and not have to wait for you to schedule one. You also get notified on your Slack channel and Email when candidates submit their interviews.

Automate candidate prospecting and pre-screening
Automate candidate prospecting and pre-screening

Candidates visiting your job page can take interview right away!

EasyHire.me Job Link makes prospecting and pre-screening of candidates extremely easy! Cut down time and effort spent on prospecting candidates for your next job and streamline your interview process with EasyHire Job Links!

Video interviews for college recruitment

Video interviews for college recruitment

College students are a great asset to the workforce – for both established and start-up companies because of their excitement, smarts, and innovative ideas. Whether meeting students at campus career fairs and information sessions, or through job and internship postings on a university’s career website, it is inevitable that students need to be interviewed to see if they are a good fit. EasyHire.me is a great tool in your college recruitment toolbox to ensure that you find the best students quickly and efficiently.

Interviews with college students for entry-level positions should typically not be held the same way as interviews with folks who have been part of the workforce. College students are often more nervous, less aware of their skills, and lack work experience.  It is important to focus on behavior-based questions, like “Tell us about a time when a team project went well and a time when a project didn’t go well”  to identify transferable skills. You need to ask about their experiences within their limited college experience, like “How did you balance multiple assignments and projects, as well, as your part-time job within a busy week?”.

With EasyHire.me, recruiters can design specific sets of questions for the student population and even a different subset for interviewing students applying for an internship. This allows the recruiters to learn the most from their younger applicants by asking the most suitable questions, take notes for each question, and share notes with hiring managers for quicker decisions.

College recruiting season typically means visiting multiple universities, utilizing multiple interviewers, interviewing in various locations (both on-campus and on-site), and meeting dozens of students over the course of a stressful few weeks a couple of times a year. Imagine having a web-based software that would host a schedule, contain various sets of interview questions based upon the different positions being hired, save recorded interview videos (which means you can more easily remember the many faces you see!), and compile notes from each interview in an easy manner. No more struggling to remember which student was which or deciphering your notes (or worse, someone else’s) to jog your memory about what you thought about the candidate. With EasyHire.me, companies are no longer constrained by their HR/Manager availability. They can now engage more employees to take part in the recruiting process, even from home. Once all interviews are completed, they can allow stakeholders to review together and collaborate on making an informed hiring decision.

On the flip side, EasyHire’s virtual interviews are also great for the student candidates. Taking time off for interviews with multiple companies can be nearly impossible for a busy student focusing on exams, school assignments, and other academic commitments. The opportunity to interview remotely with EasyHire  saves time and allows a student to interview with multiple companies, located anywhere in the world while bettering their chance of scoring a great summer internship or full-time job after graduation.Whether smaller companies are scaling up or large companies are hiring in volume, EasyHire.me provides the structure, professionalism, and confidence that the interviews are done fairly.

Should phone screening be the interviews of past?

Should phone screening be the interviews of past?

You pick up the phone and eagerly dial the number of your next promising candidate. Their resume and cover letter are stellar and their application looks impressive. This should be easy- they have all the credentials, skills, experience, and knowledge to make a great fit for the position. Let’s get to know them on the phone and see if they might be a good fit for the company.

Except it isn’t as easy as you thought. Phone calls are a tough way to get to know someone.

Although the statistics vary about what percent of communication is based upon non-verbals, it can certainly be agreed upon that a phone call means you might miss the following as compared to a video interview:

  • Facial expression. During a video interview, whether it be live or recorded, a hiring manager or recruiter can see someone’s face, their reactions, both positive and negative, and glean a lot of insight into the candidate. Is the smile genuine? Are they making “eye contact”? Are they looking confident?
  • Body language.  During a phone interview, you can only guess what the candidate is doing on the other line. On a video interview, you can see whether the candidate is leaning forward intently, suggesting interest. You can see if their arms are cross, if they are excessively yawning, or have their feet on the desk.
  • Professional appearance. Is the candidate dressed professionally? Of course, a video interview is the only way to know!

How can recruiters and hiring managers move from the classic phone screening interview to a video interview process while still keeping the convenience and low-cost? EasyHire.me is an all-inclusive interview management platform that addresses the needs of assessing the non-verbal cues a candidate provides with both live and on-demand interviews, as well as a scorecard to objectively rate aspects of the candidate such as genuineness, professionalism, and interest. Put down the phone and pick up EasyHire.me to find better candidates.