(608) 259-1216 | Contact Us | FAQ

Home How to add Video Interviews to your Recruiting Process

How to add Video Interviews to your Recruiting Process

Recruiting new talent plays a crucial role in achieving key objectives and significant milestones for businesses of all sizes. The recruiting process can be tiresome and gruesome, sifting through prospective applicants, and ensuring they are the right fit for the company culture. Preparing and going through the results of screening assessments can make the hiring process lengthy and delay the team’s effectiveness.

Video interviews provide the right solution to reduce the duration of applicant screening and improve the effectiveness of the hiring process. Utilizing video interviews ensures you have a more direct approach to deciding who to hire for the role you need to fill.

With video interviews, you don’t waste time phone screening applicants for the first round of interviews, only to realize that they are unqualified moments after stepping through the door. You can easily select the best possible options while reducing time and cost by watching one-way video interviews of applicants.

Adding Video Interviews to your Recruiting Process

Integrating video interviews into your hiring process is relatively easy. One type of video interviews is called a one-way video interview. A one-way video interview is when participants record themselves answering a set of questions asked by the business. The answer to these questions and how the applicants provides these answers serve as the criteria for selecting the applicants who will proceed to the next hiring stage.

One-way interviews are beneficial, especially during the initial stages of the recruiting process. For example, when reviewing resumes, many applicants may appear much better on paper than on the job, potentially lacking the necessary skills to carry out critical tasks in the job description. Using video interviews, you can distinguish applicants that have the best potential for the job. You will also understand their interpersonal skills, such as communication and presentation, which are essential for fitting into the company’s culture.

The truth is that most resumes for a particular role are very similar, and it is difficult to see one that stands out. Even when you notice one that stands out, there is the possibility that it was copied and modified from a resume template for the same job from a Google search result.

Video interviews help see the applicants who know what they are applying for, who have the skills for the job, and assess how they handle themselves while communicating. The communicating part is vital because different types of information must be transferred for effectiveness and productivity; information ranging from ideas to reports of tasks carried out.

The questions you ask in video interviews are essential and should be able to separate the right applicants from the rest. These questions need to be straightforward, so they don’t confuse the applicants and should demand concise, meaningful answers. Keep in mind to use open-ended questions rather than yes or no options. You’re trying to gain insights from the applicants’ responses.

Here are some questions to consider using in a video interview:

  • Why did you apply for this job?
  • What skills do you think are necessary to effectively handle the job description?
  • What are your short-term and long-term career goals?
  • What is your ideal work culture like?
  • Tell us about a time you made a mistake. How did you handle it?

Benefits of doing Video Interviews

Efficiency and Effectiveness in the Screening Process

For on-demand video interviews, all the applicants answer the same questions. Hence, it is much easier to compare the answers based on similar case scenarios and pick which solutions are closest to the one you require. Because it is a video interview, you will see and hear the applicants and judge the level of eagerness and engagement, which helps determine if the applicant is genuinely interested in the job role and knows what it entails.

You also don’t have to schedule on-demand interviews. Scheduled in-person interviews can be saved for applicants who pass the initial stages. This, in turn, saves energy and allows you to review applications faster and more conveniently.

Improve your Brand

Customizable video interview platforms that are allow you to add your business branding videos reinforce the impression that your business has on the applicants. Applicants will feel valued and welcome to your business with these videos and will be more likely to be available for an in-person interview if they proceed to that stage. This will help to serve prospective applicants with a fantastic experience as they connect to your business. Many platforms offer intro/outro videos where you can record a video about your company or upload a pre-recorded video. Applicants see these videos before they begin their responses as well as at the end of their interview time.

Encourages Collaboration among the Hiring Staff

Members of the hiring staff will be able to watch multiple video interviews and make collective decisions on prospective applicants. This will make the hiring process more straightforward and avoid costly misjudgments. Each team member can add reviews, ratings, and comments about each applicant.


With the help of video interviews, it is easier for you to learn about your applicants and see what did not come across in a simple resume. Not only do video interviews save time, but they increase the productivity of the recruiting process. The key points about using video interviews are to ask the right questions, keep it as human as possible, and ensure that applicants are well-prepared and relaxed when recording their answers.


Request Demo
How to add Video Interviews to your Recruiting Process
InterviewOpps Partner