7 Video Conferencing Tips for Better Recruiting

The days of strictly interviewing and meeting with potential candidates face-to-face are over. More companies are realizing the reach of video conferencing in regards to active recruiting. According to data from PGi, 66 percent of candidates prefer to use video during the interview process. Many factors could be contributing to this trend, for example, companies and candidates are able to save on the cost of traveling, candidates may feel more comfortable communicating over video, and the geographic location may not dictate hiring.

Since recruiting by video conferencing is on the rise, it makes sense to examine ways to make it more effective in assessing candidates. Read on for seven tips to make video conferencing even more useful during the recruiting process.

1. Allow Candidates to Create Video Resumes

In addition to the video interview, employers can encourage candidates to create a video resume detailing their experiences. This allows managers to become acquainted with potential candidate’s communication skills, creativity, and approach to talking about themselves. Using the video resume, managers can easily gauge what the candidate deems as the most critical aspects of their professional experience, and recruiters can follow-up on why candidates chose to discuss specific employment experiences.

2. Facilitate Easy Document Sharing

Instead of having to shuffle around tons of paper or documents, managers can instead encourage candidates to share digital copies and of their resumes, cover letters, or initial projects. This step makes it much easier to build an internal digital profile for a candidate if documents can be shared through video conferencing software. Many options such as Skype, GoToMeeting, and even Zoom allow participants to share documents during a video conferencing session.  

3. Prescreen Applicants

If your company still prefers to use face-to-face interviews, you can significantly narrow down the number of candidates you are considering (while saving money and time in the process) by using video to prescreen applicants. Instead of having to block out a half hour or hour of time for an in-person interview, you can jump on a video call for 10 to 15 minutes to assess whether a candidate is ready to move onto the next step. This ensures you are only putting a lot of time and effort into candidates you deem to be the best fit for the role.

4. Only Interview One Candidate at a Time

It might be tempting to conduct group interviews, but when it comes to video interviews, it makes more sense to keep it to one candidate at a time. The limitations of video conferencing could make it challenging to interview more than one person at a time. Having more people on a call could negatively impact the connection, bring about poor video quality, and make it difficult for candidates to know when questions are directed their way. It is easier on everyone to only keep video conferencing interviews to one candidate.

5. Choose a Solution that Makes It Easy for Applicants to Access the Interview

Many video conferencing options require users to download the software onto their computer before proceeding with the interview. This situation can disrupt the flow of the meeting and take time away from the discussion. Managers have two options in how to deal with this. First, applicants should be told ahead of time to download any software needed to participate. Second, HR teams and managers can select a tool that does not require any downloading but allows applicants to jump right on to the conference using a web browser.

6. Encourage a Video Presentation

Much like the video resume, video conferencing is a great way to see how applicants collaborate on video or explain their work. Capabilities like screen and document sharing could make way for applicants to show their experience by conducting presentations or sharing the results of a prescreen project. This act allows managers to ask more pointed questions about the applicant’s experience, and it adds another way for candidates to “wow” managers.

7. Record Interviews for Later Viewing

Managers and HR teams may not always pick up on subtleties and critical details about candidates the first time they interview them. Recording a video interview enables employers to go back and assess body language, re-evaluate answers, and even receive the opinions of others within the company who were not present at the interview. Employers may have also missed out on an important point a candidate made that could seal the deal on making them an offer. Add a link to the video into the project management tool you use to organize your recruitment process so that all involved can take a peek, even if they’re not on the call. Find great recommendations for project management software for HR here.


Final Thoughts

Even as soon as a decade ago, it would have been difficult to think of video conferencing as a viable tool for recruiting. However, with advancements in technology and changing attitudes toward utilizing video within the workplace, video conferencing is an appropriate way to engage candidates and assess how well they would fit with the company. Face-to-face interviewing does have its place, but it doesn’t hurt to utilize video conferencing when possible. This technology shift opens up the possibilities to hire the best person regardless of their geographic location, and it can provide even greater insight into how well candidates can genuinely perform.



7 Must-Know Video Conferencing Statistics,

Including Video Conferencing in the Interview Process,

The Future of Live Video Interviews for Recruitment,

Chanell Alexander is a writer for TechnologyAdvice. She is a freelance writer and digital marketing strategist. She has over seven years of experience in the nonprofit field, and enjoys blending innovative technology solutions with communications. When she is not writing, Chanell enjoys traveling, contributing to video game blogs, and embracing her inner foodie. See what else Chanell has been up to on her LinkedIn profile and Twitter page.

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