Revolutionising Recruitment: The Rise of Video Technology in Talent Acquisition

Video has become increasingly important during the interview process, especially at the shortlisting stage. At MM Search we have embraced video technology from the start, using it as a key pillar in our process. During the shortlisting presentation, we have a video introduction and key competency document from each candidate to present to the client.

Here are some benefits we have identified from using video technology:

  • Time-efficient: Video introductions are time-efficient, as they allow our clients to screen multiple candidates in a short period. It eliminates the need for scheduling multiple face-to-face interviews and streamlines the shortlisting process significantly.
  • Candidate Evaluation: Video introductions provide additional information beyond a candidate’s CV or Competency Document, such as their communication skills, body language, and overall presentation. This can help clients evaluate candidates more holistically and make more informed decisions about who to invite for in-person interviews.
  • Cost-effective: Video interviews eliminate the need for travel and other expenses associated with face-to-face interviews, making it a cost-effective option for clients and candidates.
  • Improved collaboration: Video introductions can be easily shared with multiple stakeholders in the hiring process, enabling more collaboration and quicker decision-making.
  • Improved candidate experience: During the formal interview process, video interviews can be conducted remotely, allowing candidates to participate from anywhere, at their convenience. This flexibility can improve the overall candidate experience and increase the likelihood of attracting top talent.
  • Access to a larger pool of candidates: Video interviews can help clients access a larger pool of candidates, including those who may be located in different regions or countries, breaking down the barrier of geography.

However, as with everything, there are some negative aspects associated with using video software during the recruitment process. While it is important to acknowledge that these potential issues do exist, at MM Search we do everything we can to make the experience as smooth as possible.

  • Technical difficulties: Technical issues with the video software or internet connection can cause disruptions or delays, which can negatively impact the candidate’s and client’s experience.
  • Lack of personal interaction: Video introductions and interviews may not provide the same level of personal interaction as in-person meetings, which can make it more difficult to establish a rapport between the client and candidate.
  • Limited ability to assess non-verbal cues: Video interviews may make it more difficult to assess non-verbal cues, such as body language and facial expressions, which can be important in evaluating a candidate’s communication skills and overall fit.
  • Security concerns: Video interviews can raise concerns about data security and privacy, especially if the interview is recorded or stored in the cloud.

Overall, video interviews can be an extremely useful tool for shortlisting candidates and it is important to carefully consider the pros and cons and how they align with your company’s needs and values.

At MM Search, our commitment to provide a quality service for our clients and candidates ensures that we make the process and experience as simple and smooth as possible. This is further underlined by the positive feedback we have received from the use of video software during our process and the fact that our clients will work with us again (and again) to secure the very best talent for their team.

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