video interviewBest-in-class hiring and recruiting practices combine high-tech solutions with the ability to integrate and build high-touch relationships with candidates whom you know have the right skills, attitude and interest in joining your company.  Recruiting is a business, and in our zeal to utilize technology in the name of improving efficiency, we purchased video interview software. We did so with the understanding that we would help our clients and candidates connect more quickly.  While there are some compelling arguments for using video bios as a pre-screen tool we’ve learned some hard won lessons that we wanted to pass along to you.

Bottom line, it wasn’t the panacea we’d hoped it would be.  First, we sat in front of a webcam, pressed play and created video bios of our team.  It was a humbling experience for most of us.  Practice helps and there are lots of useful online tips about camera angle, backdrops, lighting, what to wear and technical trouble shooting.  However, one thing we have learned about video-bios is that often, they don’t communicate someone’s warmth and even the most animated members of our team came across as disingenuous on video.

We learned that many candidates are not very comfortable shooting a video of themselves, especially more seasoned candidates who have great experience, but aren’t accustomed to taking “selfies” on a daily basis, compared to younger workers. Sadly, their discomfort inadvertently comes across in the video, and creates a poor representation of the person or transversely they  seem too rehearsed or canned. Body language and spontaneity are often missed when interpreted through video.

Still, some hiring managers are intent on utilizing video, because it provides an opportunity for face time with a higher volume of job seekers.  “It shortens the hiring cycle since it weeds out the candidates that look good on paper but are a bust in person,” Rick Fabrizio, CIO of AmeriGas, told CIO magazine in an article extoling video interviews.

We learned that video bios work best for employers who receive a high volume of résumés for lower skilled jobs.  At the other end of the spectrum, they also proved effective for international companies, recruiting around the world for highly specialized, technical positions. Video bios can enable an employer to more quickly assess communications skills and potential cultural fit. Video bios can also work well for some candidates because it allows them an opportunity to bring their skills to life in an effort to stand out against the competition.

Now that the economy is improving, it is more imperative than ever to assess our hiring practices and leverage all of the tools available to attract the best talent. But all the technology in the world can’t replace the one element that is frequently missing from the hiring process: more direct human interaction. No one would argue that the quicker one can get through résumés and find the right candidate the better. But investing the time to establish a more personal and meaningful relationship can often have payoffs down the road.  Further, with the lowest unemployment numbers in 5 years; its certifiably a candidate’s market and if you put top talent through too many uncomfortable hoops…you’ll lose them.  Yup, we learned that too!