Recorded Interview Methods
There are several ways you can use recorded video in the interview process. One method is to use video resumes to see the candidate. The video allows the candidate to demonstrate their energy, enthusiasm, and presentation skills that you can’t see in a text resume. A drawback is that you have to watch the entire video and can’t easily skip ahead to a section. Another use of recorded video is a video introduction. Usually 1-2 minutes long, this introduction accompanies a text resume, allowing the recruiter the ability to retain the benefits of a text resume while also getting a brief view of the candidates enthusiasm level. One candidate used video email to get an interview (read story).
A third way of using recorded video is for question and answer sessions. A recruiter can send a video email to candidates asking for them to answer specific questions. The candidates can record a video mail back with the answers. The recruiter can then compare the answers side by side, and play them back as often as they wish. A fourth way of using recorded video is to help the candidate practice for their interview. Mock interview question and answers can be recorded, critiqued for improvement, and used for practice before an in-person interview.
Recorded Video Interview Tools
Two recorded video tools are YouTube and Vimeo. These are video hosting sites which are open to the public for viewing. Some candidates will post video resumes on these sites, but it is not a very private forum, and it tends to be generic so it applies to everyone, not a specific job or company position. Facebook and LinkedIn are great locations for seeing candidate videos, but like YouTube, they are public in nature and you are not going to get the customized video for your position. The same applies when candidates post generic video resumes on their personal web sites. Also you don’t want a recruiter to see how many times your video resume was viewed!
Video mail services avoid the problems of the video hosting sites lack of privacy and communication. Our free video email service works on the website, or on our iPhone and Android apps. A recruiter, or a candidate can easily create a video email and privately send it to the other person. The video emails are customized for the position and the questions being asked. Best of all these services are free. The picture on this page is a screen shot of a mailVU video email. The recipient just clicks on the image to play it.
The last method I’ll mention is to record web conference interviews. There are add-ons to Skype that allow recording, as well as screen recorders available tor free on the internet.
Recorded Video Considerations
There are several considerations one must make before choosing a recorded video format. One consideration is the point in the interview process in which it is used. It may not be worth recording and saving the files until the candidate has progressed past the initial interview stage. Privacy and user permission is a major consideration. Obviously if the candidate sends you a video resume or video email then they have explicitly given you permission to use it. However if you are recording them during a video call you will need to check the legal requirements of your area. In the US it varies by state, with some states requiring both party consent and some states requiring single party consent. My advice is never record a candidate without their knowledge and consent.
A third tool consideration is whether the recording needs to be for a live conversation, or simply answers to questions or a tell-me-about-yourself introduction. No matter which recording method you choose you will be able to play it back at a later time – something you can’t do with non-recorded interviews. You can go play it back to review exactly how the candidate addressed a point or question, and you and the candidate can play it back to identify improvement areas. If you really like the candidate and want to forward them to the hiring manager for the next interview, you can easily forward the video to them so they can watch it.
Video Recording Decision
Now that we’ve reviewed the benefits let’s discuss decisions you need to make when implementing these tools, starting with the Recording Decision. As mentioned, privacy and user permission is a critical factor. Be clear with the candidate that it is being recorded, explain why it is being recorded, explain what is going to be done with the recording, and the final disposition of it. Examine the cost of recording, both from the aspect of paying for any recording service or software as well as the storage cost of saving the files. Examine the technical concerns of recording and how easily it is done. Lastly make sure you know what will be done with the recordings and how they will be used. If you choose to use recordings you can receive many benefits.
Video Recording Benefits
Recordings can be used to document the interviews, ensuring the same questions are asked of each candidate. Recordings can be replayed to catch sections that need repeating. You can forward recordings to hiring managers, and you can check your own interviewing process to make sure you are being consistent in the questions and in the process. It has been said that candidates will be more honest if they know they are being recorded. With the frequent exaggeration on text resumes, having the candidate state a fact on recorded video may make them think twice about stretching the truth. Remember that recording frequently are used to record the recruiter and hiring manager, so it can be used for feedback on how to conduct better interviews.