According to statistics reported by the Future of Business Collaboration blog, 66 percent of candidates prefer video interviews over face to face meetings.

In a forecast from analysis firm IDC, the video market can expect the compound annual growth rate to leap by more than 25 percent by the time 2018 rolls in. Likewise, Aragon Research puts forth the prediction that, before the year ends, more than 50 percent of businesses will integrate video content management into their network infrastructure. Based on these figures, it would seem companies, too, are in favor of video. Here’s a few of the reasons why video interviewing is becoming a popular tool for a lot of HR teams and departments out there:

Faster evaluations

Video interviews allow HR teams to sift through the pile of resumes and applications much more quickly and efficiently. It’s especially ideal for initial interviews. In many cases, as soon as the candidate comes on screen, companies already have an idea on whether to proceed with the rest of the hiring process or not. For example, if the job vacancies are for sales personnel, the way the applicants dress, how confidently (or not) handle meeting new people, how they use video, how comfortable they are with it or with thought of using next generation tools all play a factor in the hiring process. This saves HR teams tremendous amounts of time. Instead of sending email writing assessments for initial interviews, video allows hiring teams much more insight into the potential value or possible fit of applicants.

Scheduling and connecting with candidates

Tough to fill in vacancies? Deadlines for filling in the position, for finding and hiring the right candidate? Some hiring teams often have a difficult time getting the right person with the appropriate skill set and experience to match the requirements of a job. This is especially true for high-skill positions involving STEM (science, technology, engineering, math) skills. Given those challenges and the delays that come with those challenges, video interviews help HR teams slash those delays, to an extent, by getting the ball rolling on the interview process. Because of the convenience of video interviews, with candidates not needing to leave the office or home, and without the hassle and stress of the commute, it’s easier for HR teams to book candidates for initial meet and greet sessions.

Applicants are, after all, more likely to say yes to the interview if they don’t have to consider travel time, hassles and cost. This is unlike traditional in-person interviews, where the initial screening process relies a great deal on whether the applicant has some leeway in her schedule or is willing to carve some out, before both parties can agree to set an interview date. Response delays account for much of the lag in the screening process. Video interviewing significantly reduces those lag times by allowing flexible interview schedules that satisfy both candidates and companies alike.

Location constraints

Video interviews are also making it possible for HR teams to entertain applicants, regardless of where they are. Since the power of the web allows cloud-based web conferencing systems to connect to anywhere in the world, HR teams now had access to local and global talent pools. So whether an applicant was living and residing in another state or country, there wasn’t any reason anymore not to be able to expand the talent pool with these candidates.

Record and play

Jotting down applicant notes during the interview? Find it hard to remember which candidate did what or what this candidate said? Hiring results rely a lot on the memory or skill of HR team to remember the interviews in great detail. This is why it’s helpful for video conferencing for human resources to include recording features. Blue Jeans is one of the trusted names in the industry that provide conferencing solutions with recording capability. This way, interviewers won’t have to rely on the strength of their notes alone. Nor would they have to break eye contact or get distracted at key points during the interview just to jot down applicant notes on suitability as well as behavior, including nervous tells. With this feature, hiring personnel are able to comfortably proceed with the interview.

When they need to go over the interview or point to a few specific instances where they felt the candidate aced or failed the interview, that’s going to be simple and easy to do.Given the nature of the work, it can be difficult for HR staff to keep track of every single application, especially for the entire hiring period and in cases that involve high volume applications. But with a recording feature, all it takes is to push that record and play button and HR teams will be able to review all those interviews with ease and discuss them in detail until they find the best hire for the job.

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