{% set baseFontFamily = "Open Sans" %} /* Add the font family you wish to use. You may need to import it above. */

{% set headerFontFamily = "Open Sans" %} /* This affects only headers on the site. Add the font family you wish to use. You may need to import it above. */

{% set textColor = "#565656" %} /* This sets the universal color of dark text on the site */

{% set pageCenter = "1100px" %} /* This sets the width of the website */

{% set headerType = "fixed" %} /* To make this a fixed header, change the value to "fixed" - otherwise, set it to "static" */

{% set lightGreyColor = "#f7f7f7" %} /* This affects all grey background sections */

{% set baseFontWeight = "normal" %} /* More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set headerFontWeight = "normal" %} /* For Headers; More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set buttonRadius = '40px' %} /* "0" for square edges, "10px" for rounded edges, "40px" for pill shape; This will change all buttons */

After you have updated your stylesheet, make sure you turn this module off

Riku Malkki on July 23, 2018

Never-ending debate about how candidates perceive video interviews


Every now and then a LinkedIn discussion is started by a jobseeker, asking what people think about one-way video interviews. In most cases the one starting the topic thinks negatively about video interviews OR have never even gone through the process. This encourages to discuss about the method, which is good! While majority of the comments might be of negative nature, there are a lot of jobseekers that think the opposite.

Most common arguments of naysayers:

  • One shouldn’t need to be an actor to get a job 
    (well, of course you don’t, you’re not assessed by your acting skills but the content of the answer)
  • My voice sounds terrible when I listen the recording 
    (it’s only you, the recruiter hears you just as you were discussing f2f)
  • I don’t like watching myself on video 
    (if it’s difficult, then don’t watch, let the recruiters do it)
  • I’d never answer to a video interview if I got an invitation 
    (you might be in trouble soon with that attitude, would you refuse writing a cover letter?)

Then again, those that think positively about video interviews:

  • It’s a great way to give more information about myself in addition to CV
  • I’ve never been a good writer, shooting a video is a lot easier for me
  • Most convenient way to express yourself to recruiters, you can do it in a safe place, for example kitchen table
  • Great to see who is actually asking the questions

Let me give some anonymous but certainly real world data from June 2018 on RecRight video interview reply rates, meaning the ratio between invited and replied candidates.

reply-rates-Recright

Probably majority of the candidates felt a bit anxious when starting the interview, but they still did it. Biggest pain reliever for candidates is the option to re-record their answer (we’ve written about re-takes earlier). One thing is a fact, those who would said “Bullsh**, I’m not doing this”, dropped out from the process.

Looking at the invitation volumes above, we can see that they are generally considerably higher than the hiring manager would have time to interview in person. Someone always is the strongest candidate based on CV, and would have been invited to f2f interview anyway. How about the rest of the good candidates, quite often being hard to draw difference between?

As a candidate, receiving a video interview invitation should be good news, it means that you we’re chosen for next round from the CV pile. Now the recruiter wants to know more about you, and get more material to make a decision who to go forward with.

Pulling out longer time averages, reply rates fluctuate between 80-90%. How we at RecRight have helped in getting to these percentages is:

  1. Super easy and good looking UX
  2. Mobile friendly way to reply, no apps needed
  3. Being fully transparent ie. showing the questions to candidates all at once
  4. Giving candidates an option to re-record their answer if the first one went south
  5. Supporting the candidates who end up having technical problems.

Candidates who replied to an interview, are always asked about how they felt after, and 83% say they were somewhat or very satisfied with video interviewing as a method. More stats can be found in Candidate Survey 2018 (over 32k replies).

Now that video is invading the internet (Facebook, LinkedIn, Instagram), video in recruitment will certainly become more common every day.

Tip to jobseekers: start practising now with your mobile phone or laptop, recording yourself and getting used to listen and watch yourself on video.

Tip to employers: start video interviews now, they boost your employer image, bring more suitable candidates to f2f interviews, shorten hire lead time while saving money at the same time!

Candidate survey 2018

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Riku Malkki

CEO at RecRight