''Online interviewing'' an effective and convenient form of modern recruitment

 

 

In recent past , video interviews have gained much popularity as an effective and convenient selection tool for employers. More and more companies are turning in to video interviews considering its overall impact and effectiveness in the hiring process . Recent academic studies have offered valuable insights on the newest video interviewing technology and its strengths and weaknesses .

 

Video interviewing has been considered as a successful method to reduce the hiring cost and make the recruitment process to be managed easily . Most large corporates and technology driven companies have begun to use video interviewing in most instances due to significant cost saving involved in same . This method provides an easy platform for long distance candidates to save travelling costs while it saves a huge administrative cost to the organization as well. In summary ,this process allows saving both time and money for all parties involved in the recruitment process .

  

There are two main methods in video interviewing . Namely , live video interviewing and asynchronous interviews .

 

Live video interviewing :

Similar to a physical / face to face interview , live video interviewing is a real time interview conducted online . This has become an increasingly popular choice for employers, offering several key advantages while also presenting unique challenges. The most known benefit of live video interviews is the ability for both the interviewer and the candidate to engage in real-time conversation , creating a two-way exchange. This approach enables Employers to interact with the candidate and assess both their qualifications and personality .This is much similar to an in-person interview.  Depending on the requirement of the company , the interview can either be a brief screening or a more thorough conversation/ discussion

Video conferencing cannot be considered as a new concept as it dates back to the 1990s . However, during the past decade, platforms like Skype, Facetime, and Zoom have made two-way video communication more popular and accessible . These platforms are more commonly used and have become an everyday tool for both personal and business interactions  . Using this technology in recruitment has made the process easier since most of the people are already familiar with these apps now . Hence, conducting interviews through these modes will be more natural and efficient for both parties in general .

Asynchronous interviews :

These interviews are prerecorded video interviews where the candidates can produce their responses to questions which have been pre –set by the Employer . Candidates can respond to these questions at their convenience . There will be no real time interaction between the interviewer and the candidate . Asynchronous interviews ae commonly known as one way interviews  .This platform is a digital interview format where the candidates could use their interview software to answer the questions and submit for the reviewing of the recruitment team of the particular organization .Usually the candidates are given a time frame to answer the questions .They can submit their responses by recording through a Web cam or smartphone . This method provides a more flexible process especially for high volume hiring and international recruitment opportunities .

 

What do Candidates think about Video Interviews :

Video interviews have come a long way over the past few years. At the beginning , there has been resistance from the candidates due to technical challenges such as lacking webcams, slow internet connections which has led to overall awkward experiences. However, with the introduction of laptops and mobile devices with built-in cameras and improved connectivity, video interviews have become more popular and accessible for the candidates . This has resulted in a  smoother and accessible recruitment process .

Through video interviews , candidates get a valuable opportunity to highlight not only their qualifications but also their soft skills such as communication and body language . While there is still resistance from some candidates , most of the candidates feel comfortable on camera . They appreciate the convenience of video interviews, as it eliminates the travelling time and cost while offering a more flexible scheduling option. Moreover ,the growing use of mobile devices and their superior sound and image quality has improved the overall experience in video interviews making it more professional .

While there are still some Employers who are hesitant to adopt video interviews ,majority of the Employers and Candidates have had positive experiences  .Hence ,both organizations and candidates have responded favorably towards this format which has created a positive attitude . This attitude shift suggests that video interviews have become an important and essential part of the recruitment process, benefiting both parties by providing a more efficient and flexible medium to connect.

For candidates who remain uncomfortable with video interviews, it’s pertinent to note that the ability to record responses and take time to prepare can offer a notable benefit.

In conclusion, although some candidates may still prefer face-to-face interviews, video interviews have become widely accepted and are now seen as a practical and effective tool in the hiring process.

 

Pros and Cons of Video Interviews :

 

Pros	Cons
Cost Effectiveness: Saves money of both Employer and the candidate in terms of travelling , lodging ,food and other administrative expenses	Lack of personal touch : As both parties does not interact physically ,there can be instances where it is difficult to build the rapport and the interview can be impersonal
Flexibility and convenience : Candidates can connect from anywhere providing flexibility in scheduling	Distraction : The candidates may connect to the interview from locations where there is too much noises and disturbances which could hinder the entire interview session
Time Saving : The interview process will be faster as there is no time taken for travel	Challenges due to time differences : There can be practical difficulties in scheduling the interviews due to time zone differences
Wider Reach : Employers can widen their reach across the globe without limiting to specific geographical areas . You can hire from any part of the world depending on the requirement . This can be useful when hiring special talent	Technical issues : Poor internet connections , low quality in Camera /sound could hinder the interview session
Ability to record : The employers can record the interview and review later . The Candidates also can provide answers to the interview by taking time under the recorded interview method	Non availability of personal experience : Candidates will not get a personal experience on the work environment ,work culture of the organization
Ability to show case soft skills : The Candidates can demonstrate their soft skills ( Communication , Body language)

 

Tips for a successful online interview for a Candidate  :

·     Prepare the Resume:  The resume to be prepared and kept along with the Candidate for easy reference during the interview

Test Your Device / Technology: Make sure that all relevant devices /equipment are working properly  ( microphone, speakers, and internet connection) . Do a test run with a friend or a family member to ensure that everything      functions smoothly

Do a Practice session : It is advisable to do a mock interview with someone capable . This will be helpful in getting comfortable with the format, including handling the technical equipment

Right location to be selected : A quite place with good lighting and minimal distractions to be selected for the interview . If  the candidate is connecting to the interview from home, all the family members to be properly Informed and small children / pets to be kept away during the interview session

Take Notes:  Important details of the interview to be noted down . In the event the candidate is taking down notes ,that has to be informed to the Interviewer . Failing which ,that can be considered as lack of interest

Questions to be asked from the Interviewer:  The candidate can be prepared with some thoughtful questions about the job role or the company to show interest and engagement.

Joint the interview Early:  The candidate can make a professional impression to the Employer by joining the interview platform a few minutes before the scheduled time to show the interest

Professional attire :  Despite the interview being conducted online ,wearing professional attire will add value and help the candidate feel more confident

Active Listening during the interview :  The candidate should show their interest by engaging in the conversation by responding affirmatively while the interviewer speaks, and wait for them to finish before answering.

Focus is very important :  Always maintain eye contact with the web cam instead of focusing on the screen of the device

Backup Plans:  Having a backup plan  (back up device /internet connection) would come in handy in the event of any unplanned situation .

Rehearse for Interview Questions:  It would be ideal if the candidate could rehearse common interview questions before hand , in order to respond confidently during the live session

Using of Earbuds: Using earbuds will help improve audio quality and reduce distractions for both candidate and the interviewer.

Minimize interruptions : Child and pet care to be pre-arranged

Follow Up:  The candidate can send a follow up email by sending a thank you note . This would express appreciation and reinforce the candidate’s enthusiasm for the role.

 

References : 

• https://www.researchgate.net/publication/362965205_A_Systematic_Comparison_of_In-Person_and_Video-Based_Online_Interviewing
• https://www.sciencedirect.com/science/article/pii/S2667278222000566
• Fielding, N.G., Lee, R. and Blank, G. eds., 2017. The SAGE Handbook of Online Research Methods. London: SAGE Publications Ltd.
• Meho, L.I., 2006. E-mail interviewing in qualitative research: A methodological discussion. Journal of the American Society for Information Science and Technology, 57(10), pp.1284-1295.
• https://www.proquest.com/openview/b4c483c785be297809999c47378d93d4/1?cbl=18750&diss=y&pq-origsite=gscholar

• Landers, R.N., 2017. The Handbook of Job Interviews. 2nd ed. Thousand Oaks, CA: SAGE Publications.

• Koivunen, S., 2024. Digitalization of Talent Acquisition. [online] Available at: https://trepo.tuni.fi/bitstream/handle/10024/154036/978-952-03-3271-6.pdf?sequence=2 [Accessed 29 March 2025].