With Covid-19, the job market has been revolutionized, some work systems have been eliminated, still others modified or renewed.
Among these, the recruitment process took a step forward, leaving a lot of space for a practical and effective solution that solved the problem of distance: video interviews.
Video interviews are not entirely new, many companies were using this modality even before Covid-19. Statistics reported by Talentnow revealed that before the pandemic, video technology was being used by at least 60% of hiring managers to make a selection of candidates, reducing hiring times. In April 2020, a Gartner poll of 334 HR leaders found that 86% of organizations are using virtual technology to interview candidates. There are two types of video interviews: the first is the typical video call where two people talk to each other live. The second, on the other hand, is what can be called asynchronous. In asynchronous video interviews, candidates are asked to record a video answering predefined questions about their personal experiences, skills and qualities. The answers are then analyzed later by a recruiter who reviews the candidate by watching a few minutes of video, thus eliminating the 30–45 minutes they have to spend on the phone or PC to interview, plus all the time and effort needed to schedule and reschedule meetings. Thus, it can be said that on-demand interviews help recruiters improve their efficiency so they can identify the most qualified candidates faster. Biases in hiring can also be reduced by using new technology, as each candidate is asked the same questions, in the same way, making it easier to objectively compare the candidates.
Most organizations are still conducting remote interviews due to the pandemic, and virtual interviewing could become the new standard for recruiting even when distancing rules are lifted. This is because the benefits of recorded video interview are considerable and affect various spheres of the recruiting process:
- It dramatically decreases the amount of time spent for screening candidates;
- It allows candidates to choose the ideal time to register video respecting their own schedules, without having to agree with the recruiter.
- It reduces costs by optimizing time;
- It standardizes the hiring process, which involves less bias and better evaluations of candidates.
Furthermore, video interviews are suitable for all age groups, although they might not be attractive to those who are more used to face-to-face meetings. Conversely, the younger age groups, such as those in their twenties, who grew up making their own videos for social media, will certainly be more inclined and comfortable with this type of application. Most Millennials browse job opportunities on their phone and the famous Gen Z is entering the world of work not only through mobile or apps but also through social media.
It is no coincidence that the giant TikTok is considering expanding into job recruitment services, which could make video interviews increasingly popular. Kate Barney, head of human resources for TikTok-Global Business Solutions, North America, said employers are starting to use the platform, not only to provide tips or information about companies but also to recruit interns or workers. Axios also reports such information, in fact, TikTok would be testing a recruitment service that will allow companies to find potential candidates on the platform through short video presentations. Practically speaking, brands looking for a candidate will publish a detailed ad on a website and to apply for a job, users will upload a video to a separate page from the Social Network, using all the tricks of TikTok. The possibility of carrying out a video interview with the times and methods chosen no longer seems so far away. Instead, this practice is destined to become more and more common. The final picture of it will be that Internet users create a video CV to promote themselves directly on their TikTok profile, expressing all their creativity.
