Being a relatively new phenomena in the recruiting circles, pre-recorded video interviews get often mixed with live video interviews. Most often because people tend to call recorded video interviews just ”video interviews”. To break you out of confusion I will explain how these two concepts differ from each other. If you are interested in using videos in recruitment in general, you can read more here!
Live video interview
Live video interview is already a very common concept to most recruiters and job candidates. Live video interviews can be conducted for example with Skype, FaceTime or some other video call platform. In practice live video interviews are just video calls executed in an interview format. Live video interview is a great way to interview people for example if the geographical distance demands that.
Some platforms also allow to record the live interview, so it can then be analyzed afterwards. Live video interviews can replace face-to-face interviews, or they can act as the first round of interviews. Compared to face-to-face interviews live video interviews can save time for applicants (because they don't have to travel to the company they applied), but don't save much time for the recruiters, because scheduling the interview, spending appropriate time with each candidate an so on, so interviewing many candidates still takes a lot of resources. Anyhow live video interviews offer a convenient alternative in case the face-to-face interviews are difficult to conduct.
Recorded video interview
Recorded video interview on the other hand is a combination of pre-recorded questions created by the recruiter and answers recorded by the job candidates. Both of these can be conducted apart of time and place. Candidates' answers can then be screened and analyzed by the recruiter.
There are several recorded video interview providers in the global market, with some variation in the solutions provided. Recorded video interview and video CV are not far apart, and it is not uncommon to ask the candidates to briefly tell about their education and work history as a part of the recorded video interview answers. Still, recorded video interview provides a much larger toolkit, since you can ask several questions and test the candidate. All of the candidates must answer the same questions, so comparing them is easy. With video CV the end results can be very different, if there aren't strict guidelines.
Although both live and pre-recorded video interviews serve different purposes and have own advantages, in some cases pre-recorded video interviews beat live video interviews.
How to conduct a video interview?
Here is an easy explanation on how the pre-recorded video interview works on an average setting. Every step can be conducted in the video interview tool:
Step 1: Recruiter has received applications for an open position. This can be done by email or by a recruitment tool
Step 2: Recruiter records a few video questions to ask from cnandidates
Step 3: Recruiter invites selected candidates to the video interview
Step 4: Candidates record their answers
Step 5: Recruiter screens the candidates’ answers and selects the best candidates for the next round, which is usually a face-to-face interview
As you can see here, recorded video interview does not offer an alternative for the live video interview or face-to-face interview, but rather offers a prescreening method more comprehensive than just plain CV and cover letter screening. Recorded video interview allows recruiters to see the personas behind the applications.
Setting up the interview and recording the answers shouldn’t take more than 15-20 minutes. It’s up to you how much time you want to give the candidates to answer, but generally something between 3-6 days is well enough.
If you are wondering what the candidates think about recorded video interview, click here to download our study and find out.
Screening the candidates can begin already after the first answers appear. It’s possible to involve as many recruiters to the screening process as wanted. You can also use the "introduce" function to introduce only the selected candidates for example to the hiring managers if it is unnecessary to involve them into the whole screening process.
But there is more
RecRight’s video interview tool offers a few different options on how to conduct the video interview in practice. The process described above is something we call a ”traditional recorded video interview” (or just ”traditional video interview”). That’s where the best candidates have been selected based on the job applications and video interview is positioned in between job applications and face-to-face interviews (or live video interviews).
Public Video Interview
Second option is a so called ”public video interview”, where you can publish a link via which all the interested job seekers can submit their video interview responses. Candidates can also submit their CV and cover letter within the tool, so all the information about a candidate can be found in the same place. These links can be published for example in your career page, social media or in a job portal. Public video interviews have been popular for example with large internship programs. Click here to see an example of a public video interview.
Embedded Video Interview
The last but not least is the ”embedded video interview”. Embedded video interview is close to the public video interview, as anyone can take part, with the key difference that there can be only one question. Also, embedded video interview is going to be embedded to the actual job ad, so the candidates can leave their video regards right on the career page. Embedded video interview is often either video CV, or some short motivational speech.
With the different alternatives you can make your recruiting process stand out. You can find more about different types of video interviews here. We have seen many innovative ways on how recorded video interviews can be used to recruit better. We also provide live interview function, which can be seamlessly used as the next step after recorded video interviews.
Different options make sure that recorded video interviews fit for most recruiting processes. They also provide ways for you to become innovative with your recruiting and separate yourself from your competitors. Including social media to your recruiting process is an increasing trend, and recorded video interviews fit this trend well. Using video interviews also goes hand in hand with another trend: employer branding. In the video interview you get to show a piece of your company culture in the early phase of recruitment.
Do you want to be the one who still hangs in the past, or do you want stick out as a modern recruiter? Click here for a two week free trial!