In this article, I want to discuss how you can enhance your recruitment process by adopting video interviews.
This strategy is not just a trend but a practical step to improve how you select talent while eliminating much of the guesswork traditionally associated with hiring.
The biggest advantage of using video interviews is that it will help you stand out as an employer.
More importantly, it will give you a much clearer picture of candidates right from the start, helping to filter out those who may not be the right fit for your company.
Let’s break it down: typical recruitment processes are still largely reliant on resumes, cover letters, and in-person interviews.
These methods, while effective to an extent, still leave room for biases and misjudgments.
You can’t truly gauge a candidate’s personality, energy, or cultural fit from a resume. Worse yet, you risk hiring someone who looks great on paper but falls short in a real-world setting.
So, how do we fix that?
Video interviews remove a lot of the guesswork and allow you to assess a candidate more accurately.
Here’s what you’ve likely experienced:
You post a job opening, candidates apply, and some send in CVs that may or may not be well written.
They may include a picture (or not) and sometimes, their answers to screening questions come across as too generic. And let's be honest, those screening questions aren't always the best.
Often, they're written in a way that carries its own biases or leaves too much room for interpretation.
Now, how do you improve that?
A key part of the process is removing that bias by shifting to video. By using video resumes, candidates are asked to create short recordings introducing themselves, explaining their experience, and demonstrating their skills.
This not only gives you more insight into their personality, but also into their communication style, energy, and motivation, all of which are key elements of culture fit.
The benefit of using video in your recruitment process is that you get a much more accurate picture of the candidate’s personality and communication style before you even speak to them.
As a result, the first stage of your recruitment process becomes more effective at screening out candidates who are just not right for the role.
The candidates who take the time to create a video introduction are the ones who are genuinely interested.
And let’s face it, when you’re sifting through dozens of applications, you need to separate the serious candidates from the "just applying for everything" crowd.
The process naturally weeds out people who aren’t fully committed, while giving you the chance to assess soft skills, body language, and overall fit with your team culture.
You’ve probably heard the saying, “hire for culture, train for skills.” That rings true, particularly when assessing candidates through video.
Sure, they may not have every skill you’re looking for, but if they align with your company’s values and culture, you can train them to be successful.
By using video interviews, you're able to better gauge whether a candidate will mesh with your team. I prefer to hire individuals who show enthusiasm, drive, and a good attitude over someone who's highly skilled but toxic to the workplace culture.
In addition to video interviews, there’s another great use for this technology: video references.
Instead of relying on written references, which can sometimes be fabricated or too generic, ask candidates to provide video references from previous employers or colleagues.
This is far more credible and allows you to assess the reference provider's authenticity. A video reference creates a level of accountability that simply isn't present in the traditional written format.
Use platforms like loom, vidyard – Technology like these chrome extensions allows candidates to submit videos, helping you streamline the first phase of the recruitment process. I’m not affiliated with them, but these one of the better tools out there to make this process smoother and more effective.
Shortlist candidates using video – Once you’ve reviewed the video applications, move forward with the ones who show promise and schedule a live interview to dig deeper.
Send video requests for references – As a second step, ask for video references to ensure you’re getting an honest and personal recommendation.
Use video to assess cultural fit – Pay attention to how candidates present themselves. - Are they genuine?
- Do they fit with your team’s energy?
- Do they seem to have a positive attitude?
The talent market will always cycle like he economy, set yourself apart, it’s more important than ever to make sure you’re hiring the right people.
Video interviewing not only saves time, but it also enhances the quality of your hires by providing a clearer view of a candidate’s personality, communication style, and cultural fit.
If you’re in the recruitment business, or even hiring for your own company, consider adopting video interviews.
Not only will this help streamline your process, but it’ll also improve the chances of hiring individuals who will add long-term value to your organization.
Always here to help you start, grow, and thrive. Let me know how I can support your next big move.