With virtual interviews here to stay, best practices are essential

​The use of video conferencing technology for virtual job interviews has grown during the COVID-19 pandemic, and studies show that the practice has become part of the hiring process for good.

A recent survey of 1,100 US employers by Indeed found that 82 percent of respondents said they have adopted virtual interviews for candidates due to the pandemic, and nearly all—93 percent—expect to continue using virtual interviews in the future.

Another survey by recruiting software provider Jobvite found that 61 percent of employers surveyed said the hiring process will be a mix of virtual and in-person going forward, while 22 percent said they plan to conduct all-virtual hiring.

“You have employers who will continue to conduct video interviews because they have adopted a remote/hybrid work environment and need a solution to interview candidates remotely as well as expand their talent pool,” said Josh Tolan, CEO of Video interview platform Spark Hire, based in the Chicago area.

Employers note numerous benefits of virtual interviews, including shorter time to hire, a more streamlined hiring process, and a better candidate experience for some, as candidates have more control over when and where they interview.

Tolan noted the distinction between the two most common types of virtual interviews: live video interviews, which are used as a substitute for in-person interviews in a remote environment, and one-way video interviews, which are typically used earlier in the hiring process as a pre-screening interview , which is not intended to replace live face-to-face contact. He said the past 20 months have accelerated the adoption of this latest type of pre-recorded video interview, in which candidates answer questions at their own time and then submit their recorded responses.

“Not only does this standardize the pre-interview process with all candidates answering the same questions, it also enhances hiring collaboration as hiring managers are able to provide information earlier, leading to better outcomes in downstream hiring,” he said. “The candidate also benefits because the employer can interview more people, giving candidates more opportunities.” He emphasized that because all candidates answer the same questions, they are on a level playing field. “And since multiple team members rate their video interview, the decision on whether they’ve advanced isn’t up to just one person, reducing bias.”

There’s also a health and safety component to virtual interviews, with 84 percent of employers surveyed by Indeed saying they’re still using video interviews to reduce risk amid the ongoing COVID-19 pandemic.

Personal experience is hard to overcome

Even with all the advantages of virtual interviews, the majority of recruiters surveyed by Jobvite still consider an in-person meeting to be a better interview, although that balance of preferences is shifting. More than three-quarters (77 percent) of respondents say an in-person interview is preferred in 2020, compared to just 62 percent this year. And 21 percent chose video as the most effective way to conduct interviews this year, up from 11 percent in 2020.

“I would agree that the in-person experience is better for the candidate and the hiring manager,” said Tim Sackett, SHRM-SCP, a talent acquisition expert and president of HRU Technical Resources, a Lansing-based engineering and design firm. Michigan. “When [I conduct interviews] personally, i can see body language better and i’m more likely to have a better experience with someone. Video-wise it might not be bad, but I don’t think it’ll ever be better.”

Tolan agreed that when comparing live video interviews to an in-person experience, “most would agree that in-person is desirable, but it also has its limitations.”

These limitations include not being feasible or economical for employers to relocate to a remote environment, as well as the difficulty in coordinating the schedules of interviewers and candidates who must block travel time to the interview.

“So while actual in-person interaction may be more desirable … there’s still a case that overall the flexibility, cost savings and collaboration of live video interviews represent benefits for all parties,” Tolan said. “You also have to consider the changing candidate market and what their interview preferences are.”

Kerry Gilliam, vice president of marketing at Jobvite, said, “The more you know about the likes and dislikes of the person you’re trying to hire, the better job you can do of mapping out the ideal candidate journey and knowing their communication preferences and an interview. “

Amber Ferrari, marketing manager at Jobvite, agreed, saying it’s important for recruiters to use their judgment when to offer virtual or in-person interviews because those recruiters “need to know what will make the interviewee most comfortable and most likely to contact the organization’.

Gilliam suggested that virtual interviews are best conducted earlier in the hiring process as screening interviews, saving time and expense. “Another opportunity for video is when you need to interview a lot of people at the same time,” she said.

“There are a lot of moving parts that need to be addressed, including capital issues,” Sackett said. “I think if you’re going to have virtual interviews, you should put everyone through the same interview. If the first interview is virtual, all first interviews must be virtual. If you bring people in for an interview, all candidates should have the opportunity to have that personal experience.”