In-person vs. video interviews: Best practices for bulk hiring

When the world shut down, so did everything we ever knew about work and jobs. We went remote and not only at work, but also when hiring new workers.

Employers have had to change their practices to make hiring easier and faster, not only to meet their pressing staffing needs, but also to help candidates get back on the payroll as quickly as possible. Because remote hiring relies heavily on technology, not all hourly workers have the equipment or know-how to engage in rapid hiring methods, leading some employers to try to manage a hybrid application process.

This hybrid approach extends to interviews: Depending on technical capabilities, employers may use asynchronous video to interview candidates, while others may prefer or only have the option of in-person interviews. When presented with an either/or option, which is the more successful technique for obtaining the best employees?

Below, we examine the pros and cons of both in-person interviews and asynchronous video interviews and recommend best practices for each to help you create the most effective high-volume hiring strategy.

In the past, hiring hourly employees typically began with a paper application, followed by in-person events such as interviews, site tours, and onboarding. But convention has had to step aside in favor of speed, ease, and affordability, especially in high-volume hiring.

However, not all companies and HR teams are equipped with the technology to replace manual processes, and some may still find merit in the old-fashioned in-person interview. For this camp, the pros and cons are as follows:

Pro #1: Organic conversation

Asynchronous video interviews are often built around a series of questions for which the candidate has time to prepare answers. But during in-person interviews, recruiters can ask questions directly, which tests the candidate’s ability to think on their feet and allows for a more natural conversation.

Pro #2: Human connection

Employers in roles such as customer service representatives or retail team members may find in-person interviews more informative. Interviewers can get an idea of ​​how the candidate would interact with customers by creating sample scenarios and asking the candidate how they would handle the situation. Body language, voice and energy can also be analyzed in an in-person meeting, offering the recruiter insight into the candidate’s approachability and personality.

Cons #1: Scheduling issues

Finding the time to arrange an in-person interview can be one of its main obstacles. Calendars should be clear and the meeting should be held at a location that is convenient for both the interviewer and the candidate.

Personal interviews require the applicant to have the means to travel to the chosen location. If this is not possible, scheduling an interview will be significantly more difficult and time-consuming.

Asynchronous video interviews come with numerous advantages such as convenience, lower costs and less performance stress for both the interviewer and the candidate. But they also have several disadvantages, such as the lack of access to technology. Below we list a few advantages and disadvantages of using video interviews to hire hourly workers.

Pro #1: Flexibility of candidates and recruiters

Allowing candidates to record a video of themselves answering predetermined questions is seemingly the most convenient way to reproduce an in-person interview. Recruiters can set up an auto-scheduling feature through their applicant tracking system, and applicants can choose the time that best fits their schedule. Alternatively, recruiters can send instructions to candidates on how to record a video interview and submit it online, along with a series of questions for the candidate to answer on camera.

Pro #2: Faster time to hire

The more comfortably a candidate can record themselves answering interview questions and sending video files electronically, the faster recruiters can evaluate responses, narrow the field and hire new hires. Eliminating the need for multiple reconciliation schedules dramatically cuts time and helps recruiters fill roles faster.

Minus #1: Lack of authenticity

Providing review questions to candidates before they click “record,” which gives them time to prepare the answers they think recruiters want to hear. When it comes to authenticity, personal interviews lead here.

Min. 2: Accessibility issues

Video interviews require technology and knowledge of how to use that technology, but your ideal candidate may not have the tools to complete this step. In this case, personal interviews win again.

Cons #3: Risk of candidate dropout

If either of the two disadvantages mentioned above is a problem, the candidate may drop out of the process altogether, resulting in lost talent and perhaps even wasted talent acquisition costs.

Given the above, there are clear advantages and disadvantages to both styles of interviewing. A “meet-in-the-middle” approach can include live video interviews that allow real-time recruiter questions and candidate responses.

Depending on your resources, your chosen method may include all three interview styles, or you may find yourself alternating between them and using each for different reasons.

Your choice will depend on both the candidates you hope to attract and the resources they are likely to have at their disposal. After all, considering the needs of your prospective workers before, during, and after hiring them will help you build a strong, long-lasting workforce.