6 Strong Reasons Why Video Assessment Interviews Beat Live Interviews

No matter how cold or hot the market is – the interview process can take a lot of time.

Nowadays, recruiters have many options to choose from when it comes to interviewing candidates.

They can either call them in for a face-to-face meeting, send them a live Zoom invitation, or email them a link to a video assessment interview. And as video technology becomes more and more available and accessible – it’s becoming every company’s go-to method for interviewing candidates.

Think about it this way, since the wake of Covid19 we were somewhat forced to adapt to the digital landscape. We had to adapt to the notion of interviewing candidates via our laptops, phones, PCs, tablets – you name it.

The entire world had to go digital. Recruiters who leveraged video assessment interviews, got to taste greater efficiency and productivity when it came to video interviewing candidates. Simply because they finally found the secret sauce to recruitment efficiency; which is interviewing and assessing candidates at their own convenience.

This generally means that video interview assessment interviews are the easiest (and most preferable) type of interviews for recruiters.

Which boils it down to one very important question: how do video assessment interviews beat live interviews?

Great question! Let’s go over the answer together.

There’s no longer a need to sweat about scheduling interviews

Trying to squeeze in candidates into suitable time slots is not only stressful and time-consuming – it can be a living nightmare.

The great news is; with video assessment interviews, you don’t have to worry about that. Simply because candidates can get to choose the time and place they want to take their interviews. Unlike live interviews where candidates can’t always choose the time they want, and end up taking time away from work (or other commitments).

So, through video interviewing software, you can send a self-schedule request to candidates for their video assessment interview. And through this self-schedule request, a candidate will be asked to pick a time from a list of open times on the recruiter or interviewer’s calendar.

For example, with EVA-SSESS; our video interviewing software, recruiters don’t need to worry about scheduling or being physically present during the assessments. Hundreds of assessments can be dispatched in a click, and recruiters can then assess the candidates at any time and place that suits their convenience.

With such automation, you can instantly and quickly get interviews scheduled on your calendar, receive live notifications, send automatic reminders, and inevitably take the stress out of hiring. Allowing you to improve the candidate’s experience, set up time slots that suits everyone’s convenience, and avoid interview no-shows. This way, you can take the pain out of interview scheduling for good!

You can interview more candidates in less time

With video assessment interviews, inviting candidates to the interview is super easy. You no longer need to invest so much time in organizing, managing, and conducting one single interview. You don’t even need to worry about time zones, transportation, or other time-constraining factors.

It’s merely spending a couple of minutes watching and reviewing a candidate’s video assessment interviews – from anywhere in the world. This ultimately means that you can invite more candidates to the interview without the need to worry about time or geographical barriers.

With our video interviewing software, recruiters can interview candidates from all across the globe, at a time and place that suits them best. Where they can assess hundreds of candidates in one or two days tops!

What’s more, video assessment interviews offer more in-depth information than live interviews. For example, through video assessment interviews, recruiters can seamlessly see at a glance if candidates nailed their answers by using the right keywords. In fact, they don’t even need to watch the entire video assessment interview. Unlike live interviews, where recruiters have to sit through it till the end.

Also, recruiters can always go back to these videos and watch them again since they’re all stored on the cloud. Unlike live interviews, where they can’t go back to them (unless they have a time machine!).

This is a far better way to screen and pinpoint top talent because recruiters have a database they can refer back to, rather than forget about vital details that impair the hiring and assessment process. Thanks to video assessment interviews, recruiters can now screen more candidates and identify top talent in less time, which ultimately reduces the time-to-hire.

You will become much more time-efficient

The way video assessment interviews work is simple. Recruiters simply patch up a few interview questions to be answered in a video format, allocate the timeframe for answering each question, invite candidates to the video assessment interview, candidates record their answers, and then recruiters screen the answers together as a team.

It’s a smooth sailing process that helps recruiters zip through the hiring and assessment faster than the speed of light. On the other hand, live interviews entail that you ask candidates the same questions, but candidates can take their sweet time in responding, which might make the interview drag on for hours!

What’s more, video assessment interviews also help you easily track the relevancy of the candidates’ answers.

For example, our video interviewing software, EVA-SSESS, enables you to swiftly compare the candidate’s answers to your model answer. Think of the model answer as a guideline for the recruiter; it is the ideal answer that they expect to hear from the candidates during their video assessment interviews.

So, all recruiters have to do is provide the keywords and model answers that they expect to hear from candidates for each interview question. Then, the video interviewing software will compare the candidate’s answer with the model answer and generate a relevancy percentage.

This percentage score will show you how close and relevant their answers are in comparison to the model answer. What’s more, recruiters can then rank candidates from highest to lowest match!
Not only is this amazing feature absent from live interviews, but it’s also a time-saving tool that spares recruiters from spending endless hours (or days) assessing candidates.

Collaborating and working with teammates is easier

When recruiters conduct live interviews, it can get quite messy afterward. Especially since recruiters need to brief their teammates about the candidate either verbally or in writing. And if you have a recruiting team that is dispersed across the globe, one can only imagine how much time and energy that would take!

Alternatively, through video interviewing software, recruiters can collaborate with their teammates in one place and evaluate video assessment interviews together. Meaning, everything can be shared in one platform and all team members can view, evaluate, rate, comment, and share feedback on video assessment interviews in real-time.

They can also engage in timely discussions and replay video assessment interviews whenever they want. By collaborating with teammates in one place, it will be much easier to reach a consensus and make better hiring decisions. This means that you and your team can rely on collaborative hiring to make important decisions, and shift to a culture of high performance.

You’ll get a well-rounded view of the candidates

Sometimes, assessing for cultural fit and soft skills is like searching for a needle in a haystack. And all too often, recruiters find that these things are quite hard to gauge from live interviews.
This is why video assessment interviews offer insights you can’t get from face-to-face interviews, resumes, or live video interviews.

How?

Video assessment interviews enable you to get an in-depth idea of your candidates’ attitude, personality, motivation, and skill sets through a scientifically validated Five-Factor Model report.

This report is powered by modern science and is capable of predicting job performance and the candidate’s behavioral tendencies. How?

Let’s take our video interviewing software as an example. EVA-SSESS offers a Five-Factor Model report for each candidate after his or her video assessment interview. This report will reveal more about the candidate’s personality, such as their learning and communication style, performance in sales, programming aptitude, and the way they deal with customers. It also helps you learn more about them through the following five traits: Openness, Agreeableness, Conscientiousness, Emotional Stability, and Extraversion. As a result, this helps you improve the selection process, pinpoint top talent faster, and ultimately make better hiring decisions.

On the other hand, live interviews don’t offer these personality insights on spot. This will have you running the risk of wasting everyone’s time on unnecessary discussions with unqualified candidates – and you can’t just end the interview right there, can you? Which will unfortunately force you to sit through the interview to the very end and waste valuable time and resources.

Improving the candidate experience is no longer a hassle

There’s no denying that presenting a modern, innovative and agile interview process will incredibly create a lasting impression on candidates and strengthen your employer brand. After all, in this day and age, we’re all driven by the digital world. Through video assessment interviews, companies are granting candidates the wonderful opportunity of showcasing their qualifications and skillsets in ways that live interviews could not.

Simply because video assessment interviews can be conducted in a candidate’s chosen time, place, and environment. They even had the chance to retake their videos if they feel like they didn’t do so well the first time! Which really helps ease their jitters and unleash their full potential. Unlike live interviews which can put candidates on spot, make them feel nervous, and don’t allow them to shine the way they hoped they would.

Also, video assessment interviews create a new level of engagement, especially for candidates that are tech-savvy and looking to join a company that is innovative, driven by technology, and above all, fosters flexibility.

Tying it all together

Video assessment interviews aren’t a black and white subject. Some companies believe that they’re an innovative method for streamlining the interview process, saving valuable time, and attracting more top talent. Whereas others believe that live interviews are the best and most convenient way to go about it.

While there’s no right or wrong approach, keep in mind that the goal isn’t just about hiring the best person for the job. It’s also about finding the most efficient and productive way to interview candidates. This is why video assessment interviews help recruiters ease scheduling issues, interview more candidates in less time, become time-efficient, gauge personality traits, collaborate better with the team, and improve the candidate experience like never before.

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