Innovations are not always welcomed with open arms. Although asynchronous video interviews are gaining in popularity as more companies realise the benefits of using video interviewing in their recruitment process, there are still some issues that come up again and again. Often the question is whether video interviewing is actually suitable for applicants. We have explored the four most common misconceptions about asynchronous video interviewing…
1. Video interviews are only for technically versed people
This is not at all true. Applicants that conduct their asynchronous video interview using viasto’s interview suite only need a PC or laptop with a webcam and access to the Internet. These are standard features that every computer has today. The software doesn’t require installation and the candidate can conduct test videos beforehand, in order to get used to the format and process of the interview suite. Recruiters have no access to those test videos. The process is as easy as just logging in, practicing and conducting the video interview and the whole procedure is complete.
Chris, our expert for usability, explains: “We want the candidates to feel comfortable when doing their video interview. The software guides them through the interview process step by step, which makes it really easy for the candidates. It is important though to be well prepared for the video interview beforehand, as with any other interview.” –> Read also “Reasons why applicants have been waiting for video interviewing”
2. Video interviews are only for extroverted personalities
False, it’s actually quite the opposite. The candidate doesn’t have to present him or herself in a live situation, which can be very helpful for those who are especially shy and timid. Over the course of a few days, they can try and test how they come across in front of the camera before they start their “real” video interview. That would never be possible in a live interview.
Recruiters and line managers, who see the candidates´ responses to the interview questions, evaluate the answers based on pre-defined criteria, such as foreign language knowledge, technical knowledge or team spirit. Regardless of whether the candidate is shy or not, what really counts is their answer. Thus, shy candidates have the opportunity to really show how competent they are.
“Of course, candidates are not used to the situation of recording themselves, but they are quite enthusiastic about this way of interviewing. There are just too many advantages, like being able to choose the moment to conduct the interview and having the opportunity to present their personality and skills for that particular job,” says Chris.
3. Video interviews are only for those experienced in job applications
Not at all! Self-confidence and application experience are not important at all. As mentioned in the previous point, the software guides the candidate through every step and makes it easy for them to become familiar with the process. Also, having around 2 minutes to prepare their next answer, allows them to take a breath and to prepare for it in a structured way.
4. Video interviews are discriminating!
This is not only completely wrong, but actually the opposite is the case. The Humboldt University of Berlin conducted a study on the fairness of asynchronous video interviews.
The results are clear: Asynchronous video interviews with viasto’s interview suite provide a fair process, free of any discrimination. The study shows that candidates with and without migrant backgrounds were treated equally when evaluated by other people. Also, the interview suite proves to gender-neutral. Men and women are solely evaluated based on their answers, and therefore, on their objective performance. As a result, using the interview suite in recruitment allows organisations to objectively make the best decisions in an efficient and goal-oriented manner.
We hope this information has been useful for you. Should you have questions, do not hesitate to write a comment 🙂