Recruitment has undergone digital change with the development of technologies and changing emerging methods of working in enterprises. Video interviews have become one of the most noticeable innovations of recent years. The COVID-19 pandemic accelerated this process.

Because of this, companies have started to adapt more quickly to new living conditions and try alternative ways of communicating with candidates.

Video interviews offer many advantages, such as the possibility of communicating at a distance, and saving time and resources, and many of them are only possible because of the specialized AI recruiting software. However, the technology of the video interview has shortcomings as well.

Each of them can have a noticeable impact on the quality of the selection if the recruitment specialist does not take into account the pitfalls of this process. In this article, you will learn the main pros and cons of video interviews in recruitment.

Video interview: strengths and weaknesses of recruitment

Video interviews significantly reduce time and create comfortable interview conditions for recruiters and candidates. If the company works between regions or countries, remote candidate selection can become even more demanded and effective.

Today, video interviews have become one of the most innovative ways of recruiting in recent years. It is essentially an online interview at a time convenient for the applicant. Often, such a service has a relevant AI recruiting assistant that allows it to analyze information in an automated mode.

The video interview service allows you to invite candidates for a preliminary interview who have already been selected. The video interview is conducted according to a set time frame and selected questions. The recruiter reviews recordings after online interviews and decides on further interaction with the candidate.

Here are some other strengths of the video interview method:

1. Video interviews reduce the time spent on organizing interviews. Recruiters can conduct several interviews a day and increase the efficiency of the recruitment process in this way.
2. Companies can attract candidates from different regions or even countries. Consequently, it increases the chances of the enterprise to find the perfect specialist.
3. Lastly, the use of modern technologies in the recruitment process can create a positive image for the company. For example, demonstrates its ability to adapt to new global markets and business environments.

Weaknesses of video interviews

The use of technology always leaves behind the risk of technical failures. For example, problems with the internet connection or software can distract both the candidate and the recruiter. There is also a risk of information leakage or privacy violations of candidates and companies.

Moreover, some people may experience stress or discomfort when communicating through the camera. This can negatively affect their effectiveness during the interview since sincerity is the main factor often and people feel it.

Conclusion

Video interviews provide convenience, time savings, and access to a wider audience of candidates in recruitment. On the other hand, technical problems and lack of personal interaction can have a negative impact on the selection process. Today, recruitment professionals should remember that companies need to use this type of interview in combination with other methods.

This will allow them to maximize the effectiveness of recruiting and minimize risks. Therefore, the recruiter should always decide independently if a video interview will be the main method of selection of a candidate or will complement it.