HR managers have the daunting task of finding the right candidates from the huge pile of applications on their desks. Integrating video interviews and video transcription into the recruitment process can make the job of finding the right talent easier. Video interviewing allows employers and candidates to interact more effectively, while keeping costs down and freeing up valuable time for HR professionals as well as for candidates.
According to a report published by interviewstream.com, the Equal Employment Opportunity Commission (EEO, the federal agency that enforces Title VII and the other federal non-discrimination laws, neither endorses the use of video interviews nor indicates that it would violate the law. The EEOC directs employers to its guidance and technical assistance regarding employee selection procedures and related guidance that it has issued of a general nature.
Video interviewing helps employers in many ways, according to a Business Insider article:
- The employer may find it difficult to conduct a face-to-face meeting. This usually occurs when interviewing takes place on a large scale and there are many candidates to vet. It can also happen that the employer has important job elsewhere and cannot be physically present in the office to conduct the interview. In such situations, video interviews along with digital transcription of the recording are a feasible option.
- With video interviews, employers can screen a larger number of candidates in a more efficient way by collecting details about candidates during the initial screening.
- Several people can participate in the screening process that takes place before the physical interview.
- With a record and transcript of an interview, there will be no uncertainty as to who said what.
- There are no scheduling conflicts – the interview can be set up at a time convenient to both parties
- Video interviews reduce the initial costs associated with travel and interviewing candidates who are unqualified.
- Digital interviews avoid the time and expenses for travel and interviewing unqualified candidates.
- Video interview are EEOC compliant and allow for greater standardization among interview questions
- Recruiters can watch the video and go through the interview transcripts multiple times before making the hiring decision.
- Virtual interviews allow employers to assess the candidate’s cultural fit.
According to a study conducted at the Kurt Lewis Institute in the Netherlands, the video interview strategy, when used properly, is discrimination free. The researcher found that minority applicants preferred video interviews over paper resumes because they allowed more personal, frank responses. All the candidates were asked identical, automated questions. This study also found that video screening reduced geographical discrimination as candidates from all locations have the same interview experience as local candidates. They could be interviewed at their home or office.
Video interviews also offer many benefits for candidates:
- It eliminates the need to travel and saves costs.
- Compared to telephone interviews, video interviews allow candidate to display their enthusiasm and more effectively.
- Video interviews reduce inconsistencies in the interview process.
With all the benefits that video interviewing offers, organizations of all sizes have started recording job interviews and meetings, and opting for video transcription services to get the recordings accurately converted into text. All parties involved in the meeting or interview need to be informed that it is being recorded, and verbatim transcription can ensure that each word is captured.
Another advantage of the video interview is that it can avoid the need for a second- or third round of interviewing. Employers can make their decision about potential employees by cross-referencing the transcribed interview. It can happen that candidate is not the right fit for a particular position, but could be suitable for another one. In such cases, employers can reference the transcripts along with the applications and resumes to determine whether to select the person or not.
Useful as it is, employers need to be aware of and avoid potential problems when using video interviews to screen potential employees. In the interviewstream.com report, one legal expert notes video screening must be accessible to disabled applicants, such as the hearing or visually impaired. If it is not, the employer has to inform such applicants that an alternative screening method is available, so that the procedure is not discriminatory.