The recruitment world is changing, for the better. Sifting through resumes and scheduling a series of screening calls is often an ineffective and time-consuming part of the hiring process, which is why we embraced the idea of video shortlists. We’ve been doing this ever since Leonid’s inception, because we recognised the value it would add for our clients.
All of our clients agree: video shortlists are a more effective, efficient and engaging way of shortlisting candidates.
We are not talking about pre-recorded interviews or using AI bots. Human interaction is crucial to getting it right. Our talent acquisition consultants will ask the questions you want, to ensure you can gain unique insights into a candidate’s personality, communication style and cultural fit: elements that are much harder to gauge from a written CV.
Here are 6 reasons why incorporating video interviews into your shortlisting process can be a game-changer for your hiring strategy.
1. Accelerated screening process
Video interviews allow hiring managers to assess candidates quickly and efficiently. Instead of scheduling lengthy in-person meetings, hiring teams can:
- Review pre-recorded responses at their convenience.
- Eliminate unqualified candidates early in the process.
- Move top candidates forward faster, reducing time-to-hire (on average, our LeonidLive video shortlisting saves you around 10 hours per hire!)
2. Deeper insights beyond the resume
Resumes provide a snapshot of a candidate’s qualifications, but they don’t tell the full story. Video interviews offer a more dynamic way to evaluate:
- Soft skills: Observe how candidates communicate, articulate ideas, and convey enthusiasm.
- Body language: Gauge confidence and professionalism through non-verbal cues.
- Problem-solving abilities: See how candidates respond to scenario-based or situational questions in real-time.
3. Enhanced candidate engagement
Video interviews create a more engaging and interactive experience for candidates. By allowing them to showcase their personalities and ideas directly, candidates feel more connected to the process.
- Remote accessibility: Video interviews accommodate remote and hybrid candidates, expanding your talent pool.
- Personal touch: Candidates appreciate being able to express themselves more fully than they can through written applications.
4. Better collaboration among hiring teams
With video interviews, hiring teams can collaborate more effectively:
- Share recorded interviews with stakeholders for input, reducing the need for redundant interviews.
- Facilitate discussions about candidates based on firsthand observations rather than basing ideas on someone else’s viewpoint, thereby eliminating confirmation bias.
5. Easier assessment of cultural fit
Cultural alignment is a critical factor in hiring success. Video interviews give hiring managers a glimpse into how candidates align with company values and culture and whether they would thrive in the organisation’s work environment.
This early insight can help reduce turnover and improve long-term retention.
6. Improved diversity and inclusion
Video interviews can promote inclusivity by creating a level playing field for all candidates:
- Flexible Scheduling: Candidates can participate regardless of their location or time zone.
- Consistent Evaluation: Structured questions ensure every candidate is assessed fairly.
- Visual confirmation of diversity, which is impossible to glean from a piece of paper or phone call.
Best practices for using video in shortlisting candidates
At Leonid, we use our own bespoke platform which is secure GDPR compliant and password protected. If you are thinking of setting up your own video interviews for candidate shortlisting, we recommend these best practices:
- Choose the right technology: Use user-friendly platforms that provide high-quality video and secure data storage.
- Communicate expectations: Clearly explain the interview format, process and benefits to candidates in advance.
- Ask meaningful questions: Focus on questions that reveal both technical expertise and personality traits.
- Keep it short and focused: These videos should not replace the full, in-person interview stage. They are designed to give you a snapshot so that you can decide who to move forward with. Don’t scare people away by launching into full interview mode, but instead ask 3 – 5 questions which focus on the candidate’s strengths and their hopes for the role.
- Ensure accessibility: Provide accommodations for candidates with disabilities, such as subtitles or alternative formats.
A win-win for hiring managers and candidates
Video interviews offer an invaluable opportunity to streamline your recruitment process, gain deeper insights into candidates and deliver a more engaging and inclusive hiring experience for everyone involved.
You can identify top talent faster and make more confident hiring decisions.
Ready to embrace human-led video in your hiring process? At Leonid, we have all the tools and experience in place to manage your candidate shortlisting process efficiently and effectively. If you would like to book a no-obligation demo of our LeonidLive service, please get in touch with us today!
