Video Assessment Interviews vs CVs: What’s The Difference?

It almost goes without saying: When you are reviewing candidates, the first thing you’ll want to look at is their CVsThe CV is probably the most consistent component in the recruiting process – the only truly universal ingredient across companies and roles of all kinds.
Yet despite its ubiquity, the CV can sometimes be considered a flawed method of evaluating candidates. At best, it is only a very small piece of the puzzle when it comes to making the right hiring decision.
Therefore, as a business owner or recruiter, you might find yourself asking this question a lot: Can video assessment interviews really replace the standard, paper CVs?

Video assessment interviews aren’t a new concept. Many companies over the years have tried to incorporate video assessment interviews into the hiring process, whereas other companies are still screening and evaluating CVs the old-fashioned way.

So what exactly is the difference between video assessment interviews and CVs?

We break it all down for you in today’s blog post!

 

Video assessment interviews streamline recruiting for high-volume positions

Hiring for a high-volume position is a time-consuming process. And let’s be real here, it can never be a one-man job. So if you feel like all your time is being consumed in mass hiring – video assessment interviews are the solution. Companies can use video assessment interviews as the first stage in the assessment process. Where they can assess a mass pool of candidates with just a few clicks, reduce the assessment time by up to 30 days, and engage top talent sooner.
So instead of phone screening hundreds of candidates, you can simply dispatch hundreds of video assessment interviews at once and then assess them at your own convenience. Moreover, incorporating video assessment interviews into your hiring process allows you seamlessly identify and pinpoint top performers at a single glance.

A CV doesn’t guarantee that you will find what you are looking for

CVs display the same information. Such as where the candidate went to school or university, and where they used to work. As a result, they are unlikely to provide a true sense of the candidate’s compatibility with the role.

For example, CVs won’t tell you how customer-orientated a candidate is, what motivates them, if they have the right attitude or if they’re team-oriented. They also don’t unravel soft skills, which makes it harder for employers to ensure they are investing in the right candidate.

Plus, recent reports have shown that 20% of CVs contain some form of dishonesty. This practice, known as “CV fraud,” can have a negative impact on hiring workflows and lead to costly hiring mistakes. Therefore, this makes it harder for recruiters to truly assess the capabilities and fit of candidates.

 

CVs are inefficient and time-consuming

CVs don’t always tell the real story. And having to sift through endless piles of CVs is a daunting task – no doubt. Therefore, it can be incredibly challenging for recruiters to sail through the screening process fast. Eventually, recruiters might select an unqualified candidate for the position.

Picking out a shortlist of candidates from a massive pile of CVs is tricky, laborious, and time-consuming. Plus, who knows how many of the CVs are a true reflection of the individual? Video assessment interviews help you save on travel costs.

Video assessment interviews can spare out-of-town candidates the hassle of commuting or traveling just to make it for an initial interview.
For example, if you’re planning to hire a freelancer or if the candidate is not willing to relocate, you could make things easier for both parties by conducting video assessment interviews.

Therefore, recruiters can remotely interview candidates at any time, regardless of geographical location. Candidates can also use any computer, mobile device, or tablet to conduct and record their video assessment interviews at a time and place that suits their convenience.

All in all, reliable video interviewing software enables candidates to record their interviews remotely, after or during working hours, or during weekends, rather than taking time off from their current jobs.

 

Video assessment interviews help you save on travel costs

Coordinating video assessment interviews in lieu of traditional interviews can help out-of-town candidates massively save time and money when it comes to traveling.
For example, if you’re planning to hire a freelancer or if the candidate is not willing to relocate, you could make things easier for both parties by conducting video assessment interviews.

Therefore, recruiters can easily interview candidates at any time, regardless of geographical location. Candidates can use any computer, mobile device, or tablet to conduct and record their video assessment interviews at a time and place that suits their convenience.

All in all, reliable video interviewing software enables candidates to record their interviews remotely, after or during working hours, or during weekends, rather than taking time off from their current jobs.
A CV doesn’t guarantee that you will find what you are looking for
CVs display the same information. Such as where the candidate went to school or university, and where they used to work. As a result, they are unlikely to provide a true sense of the candidate’s compatibility with the role.

For example, CVs won’t tell you how customer-orientated a candidate is, what motivates them, if they have the right attitude or if they’re team-oriented. They don’t unravel soft skills, which makes it harder for employers to ensure they are investing in the right candidate.

Plus, recent reports have shown that 20% of CVs contain some form of dishonesty. This practice, known as “CV fraud,” can have a significant impact on hiring timelines and filling key roles. Therefore, making it harder for recruiters to truly assess the capabilities and fit of candidates.

 

Video assessment interviews bring an end to the Keyword dictatorship in CVs

Some recruiters look for specific keywords to decide whether a candidate is qualified for a position. These keywords could be similar to as data-driven, problem-oriented, creatively thinking outside the box, quick learner, and so on. As a result, candidates use general language in their cover letters and resumes to make their CVs more relevant. Therefore, candidates will not have enough space in their CVs to stand out by sharing the experiences that make them unique. Furthermore, recruiters might miss out on top talent.

While video assessment interviews grant candidates more power. They allow candidates to differentiate themselves by how they answer those questions. Moreover, video assessment interviews enable all candidates to answer the same set of questions. This way, they can make more informed talent decisions.

Overall, every workplace is unique, and every employee succeeds differently. Detecting keywords is an outmoded method in this day and age. Video assessment interviews, on the other hand, can really help you determine if a candidate is what you’re looking for. Especially since one of its most powerful features is the ability to unearth a candidate’s personality through scientifically-validated psychometric reports.

 

CVs create a subconscious bias and stereotyping

When reviewing a resume, it can be difficult to avoid first impression bias. Of course, there are flaws in people, and they all have implicit biases of some kind. Sadly, this means that many resumes are rejected or ignored just because of the name at the top.

It’s not uncommon for unconscious bias to seep into the world of recruitment. A candidate’s name, gender, educational background, and where they are from/live can all impact their chances of landing the job. Oftentimes, recruiters might be dismissing some candidates for the wrong reasons – therefore missing out on the chance to find the right person for the job.

This causes businesses to lose sight of the importance of developing an understanding of an individual’s attitude, behaviors, or abilities. As a result, the wrong candidate could be chosen for the wrong reasons, and eventually lead to a costly miss-hire. Therefore, it’s important to learn more about the “real” person behind the resume, in order to make more informed talent decisions.

 

Wrapping it up

With the success of soft skills-based recruitment and candidate assessment methods based on personality, CVs are facing extinction in some industries. However, care must be taken to match the needs of each company to CV-free recruiting, which, if not done correctly, can be misleading.

Avoid all the potential problems that resumes could pose in your recruiting process by using Elevatus’ futuristic video interviewing software!EVA-SSESS is an on-demand and unbiased video interviewing software that helps enterprises identify, evaluate, develop, and hire top talent in a fraction of the time. Where they can assess a large pool of applicants quickly, with structured and automated video assessments that save more than 90% of their time. 200+ leading companies across the globe are relying on EVA-SSESS to build customizable assessments, get in-depth psychometric reports, detect ideal keywords, rank applicants, and create an exclusive and memorable applicant experience. Request a free demo.

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