Why hasn’t video within recruitment been further up the priority list for employers and recruiters over the last few years?
First and foremost were possible fears linked to discrimination, equal opportunities etc. Then there has been an inherent fear of new technology and a general resistance to move away from tried and tested processes that are fit for purpose.
Why should it be further up the priority list?
The pros far outweigh the cons. Anything that can save both time and money is worth investigating further. Web based video technology is becoming more accessible and easy to use and cost is not an issue. The fact that travel can be reduced by conducting web based interviews with candidates in a number of locations is a big plus. A short video clip can provide empiric evidence that all candidates have been treated equally. There is then the benefit of information sharing and this can be important both pre & post interview.
Who is using video well at the moment and why?
People are now starting to talk about it but few seem to be using it. There are a plethora of apps coming on to the market, many designed by people who understand the technology but do not understand enough about the recruitment process. As both a developer of an app and an executive level recruiter I am perhaps in the unique position of having a foot in both camps. It works for me in that it has given me a competitive edge in winning new business and integrates seamlessly with my back office systems.
What does the next 2 years hold for video in recruitment?
There will be a growing acceptance that video has its place as a talent acquisition and talent management tool. There will be no one format that dominates the market because different segments of the market have varying needs. This is perhaps best illustrated by looking at which point the video is “captured” i.e. at point of application or at point of selection. The former is addressed by the automated apps being unsupervised (no interviewer present) and therefore lends itself to high volume candidate applications. The latter involves an interaction between candidate and interviewer be it actual or virtual f2f (face to face). Those that do not embrace this new technology will clearly have to be labeled as Luddites!