Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Online Video Interviewing or Video Recruiting or Digital Interviews is a fast emerging space in Recruitment today. There are 3 major formats of Video Interviews:

1. Recorded Interviews or Async Interviews



This is a screening methodology where the employer defines a set of questions in video interviewing software and invite a list of candidates to answer these questions. Questions are designed in such a way that candidates’ answers help the employer to get a holistic perspective of the candidate, their skills, past experience, passion for the role and cultural fit.

There will be a web application like Gmail where recruiters login to create an interview using a few video or text questions and then send email invitations to candidates to attend the interview. When candidate opens the link in the email invitation, questions are shown to him/her one by one and between questions the video response of the candidate is recorded by the application using webcam and mic. Recorded responses will become available to the recruiter once candidate submits it. The employer sets the number of opportunities to re-record an answer. In the time a panel normally spends doing one in-person interview, he/she can review & rate a upto 12-15 prospects.

Read More : A Complete Guide To Video Interviews

Picking out the right candidate from a stack of impersonal CVs is never an easy thing to do, and in today’s highly competitive job market, it can be downright impossible. Luckily, there are technological tools that can make top talent a little easier to spot. By integrating video interviewing technology into your applicant tracking system (ATS), you can reach these four, key recruiting goals:
1. Screen more effectively and efficiently
Video recruiting software is the nexus of convenience and efficacy. Integrating this type of platform into your recruitment process won’t just save your HR department money and time by removing the need to travel for face-to-face interviews. Not only does this improve the candidate experience by adding a built-in level of convenience, but adding a visual component to enhance the initial screening process provides recruiters with a more comprehensive picture of each applicant, ensuring that each hire is the best fit possible.
2. Reduce Discrimination
Geographical discrimination is a commonly overlooked problem in recruitment campaigns. Video interviews remove location-related bias from the equation completely, providing an equal opportunity for both local and international candidates from a broad range of socioeconomic backgrounds.
Another benefit of recorded video interviews is that they give multiple hiring managers the opportunity to go back and review specific candidates as many times as necessary in order to make the right choice. The software also creates a continual record of your recruitment practices, making it easy to identify and correct any discriminatory tendencies in your current process.
3. Easy collaboration with your team
By centralising candidate profiles, including CVs, photos and personal summaries, video interviewing technology makes the hiring process smoother and more effective overall. Other team members can easily review and comment on specific video interview recordings. This makes reaching each new stage of recruitment a cumulative effort, helping to mitigate the chance of costly mistakes and misjudgements.
4. Strengthen your brand
Customised video recruitment platforms offer one of the best ways to strengthen candidate engagement and interest during the application process. Including company branding videos in the platform helps to assure top applicants that your company is everything they hoped for, increasing the likelihood that they’ll attend the next round of face-to-face interviews and ultimately accept an offer if and when it’s made.

All the current generation video interview options still need an expert to view and analyse the responses. So you actually do not save any time of the interviewers - all you save are travel costs and the headaches of scheduling interviews based on calendars.
What if you have an AI powered BOT that actually takes the interview? It can start off the interview based on the skill sets that need to be evaluated, adjust the question flow based on the answers given, and then share a detailed scorecard as soon as the interview is over, all without any human intervention by HR or interviewer! And all this at a location and time convenient to the candidate!
To know more about the world's first interactive AI-powered BOT from YouBotics, which conducts real-time video interviews across 60+ technical skills, please have a look at the attachment, visit https://youbotics.ai/ or drop a mail at .


Attached Files
File Type: pdf YouBotics Brochure Feb2020.pdf (6.03 MB, 0 views)

Please Login To Add Reply






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™