Reimagine your Candidate Assessments with Video Interviewing Tools

The first time an applicant appears for an interview with a recruiter is an exciting occasion for both. They sit facing each other, start building their ‘first impressions’ during the engagement and then the candidate goes his way, not knowing if he has been selected or declined, as the TA team always says “ We will get back to you later”. Up until now, face-to-face interviews were considered so intrinsic to the entire recruitment process that not doing so wasn't even considered an option. In the recruiters mind, if ‘you cannot even take out the time to meet us, you obviously don't want the job bad enough’ was the typical thought process.

Fast-forward about a decade, and the interviewing landscape is totally unrecognizable! When economies grew, employment opportunities mushroomed across the globe, and consequently the world ‘shrank’. Enterprises had to adapt and improvise their talent acquisition strategy if they wanted to sustain their competitive advantage. Consequently, Video chat apps like Skype, Facetime or Google Hangout quickly gained popularity for conducting video interviews because of their ease of use. They did away with the need of having both parties physically present at the same place to conduct a meeting. Such applications also proved to be cost effective since TA managers didn't have to waste time booking meeting rooms, sending calendar invites and making travel arrangements for multiple interactions.

Our team of almost 150+ researchers and product developers- who keep their eyes glued to industry trends and innovations in HR technology- recommended that we jump into the video interviewing space ourselves. However, before we made a commitment to develop such products, we conducted an extensive research on the current platforms available, the challenges they possess, and the possible potential of such products in the market. There was no denying that apps like video chat and conferencing tools did enjoy enormous patronage. However, there were inherent problems with such plain vanilla video interviewing tools:

  • For starters, the original versions of most of these tools were, and continue to be, free. Therefore they come with very limited features. Some of these apps spawned business-friendly versions at a nominal monthly charge, but they too were unable to provide an all-encompassing platform for comprehensive video based assessment.
  • Skype, Facetime or other similar softwares weren’t created for the express purpose of interviewing, hence did not carry relevant functional features like video recording of interviews, real time evaluation or scheduling tools etc.
  • They also did not have the capability to integrate with the existing Applicant Tracking system, which meant there was no possibility of having the complete recruitment process automation on a single platform.

The current crop of video interviewing tools come packed with the power of AI technology, extremely robust data-driven evaluation tools, a 100% cloud based dashboard and a plethora of features that can significantly reduce the time to hire as well hugely impact the quality of talent selected.

Of course, the naysayers will always shake their heads and ask what the big deal is about dedicated live video interviewing tools when you can always use a free service. What they don't realize is that other than allowing both-side users to connect via a webcam, specialist video interviewing tools bestow a truckload of features that make candidate assessments a breeze. Here’s how:

  • These tools bring order and homogeneity to the entire talent acquisition process across the board and help standardize the interview process for all recruiters
  • Our products like SmartMeet and Autoview allow for not just live interviews but also give you the option of on demand video interviewing solutions.
    • Autoview is an asynchronous interviewing tool i.e. not needing the presence of an interviewer, but where the recruiter can set pre-defined questions and evaluation parameters for each role and the system assesses the candidates real-time.
    • SmartMeet allows for synchronous interviews and gives you the ability to conduct them across multiple devices to comprehensively evaluate candidates, record question-wise comments, mark your scores and share full interview recordings with the hiring managers to collaboratively make faster hiring decisions.
  • They also support multiple types of interviews ranging from one-to-one, many-to-one (panel) or one-to-many interviews (group discussion).
  • Unlike video conferencing solutions, these fully loaded interview management platforms provide an intuitive interface, library of questions, whiteboard interaction, pre-defined hints, built-in evaluation form, accurate prediction and real time scoring, apart from just audio/video conferencing and chat.
  • Additionally, live interviewing platforms provide flexibility of time and place, and that is something that the candidates greatly appreciate. They no longer need to apply for unnecessary leave to travel to the interview location.
  • HR bandwidth gets immediately freed up, and so the talent acquisition team can now spend more time on strategic/value-creating tasks rather than spending all their waking hours just arranging interviews. Companies too can see a tangible decrease in hiring costs because adopting video interviewing services can expand your reach outside your traditional catchment areas, schedule concurrent interviews all across the planet and actually achieve your dream of building the best team for your company.

Suffice to say, video interviewing tools deliver massive savings on time, money and resources. Products like Aspiring Minds’ SmartMeet or Autoview are completely scalable, easy to integrate with existing applicant tracking systems, and provide real-time support for any questions or queries during the interaction itself. When you have so many video assessment features available on your fingertips that make quick work of your hiring deadlines and targets, who wouldn't like to immerse himself in the world of interviewing technology?

Have you experienced it yet?


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