In This Hiring Environment, the Best Job Candidates Won’t Engage with This Awkward Interview Technique
One-way video interviews are a new, unfortunate innovation in recruiting. The hiring organization asks applicants to record a video of themselves answering interview questions and submit it to the recruiter. The recruiter then watches interview videos on their own schedule. If the recruiter likes your video, you get called back for a phone interview.
Here’s a quote from Richard, which sums up what highly-qualified talent thinks of this interview approach:
“I was asked to take a one-way video interview last week. It took me some time to understand what the lady wanted because I couldn’t believe they would ask me to answer questions in front of my computer with no live person on the other end of the line. I think it’s disgusting.
“I declined to take the interview. I don’t want to work for a company that would stick me in front of a piece of software and ask me to talk into my microphone. If they don’t have time to talk with me live, they can hire somebody else.”
It’s easy to see why companies would like one-way video interviews. The prevalence of candidates “ghosting” phone and in-person interviews wastes time, while submitting a video interview shows dedication to the process. And, frankly, it keeps HR or recruiters from having to get to know and interact with lots of candidates. Rejection is simple when you haven’t made a human connection.
However, if a candidate is desperate enough to go through these de-humanizing hoops, they might not be talented or experienced enough for the position.
Don’t try to automate the human interactions out of recruiting and hiring. Treat people like real people, and you’ll find really good candidates eager to join your team.