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\u2026<\/p>\n
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1. Video interviews are only for technically versed people<\/strong><\/p>\n This is not at all true. Applicants that conduct their asynchronous video interview using viasto\u2019s 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\u2019t 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.<\/p>\n Chris, our expert for usability, explains: \u201cWe 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.\u201d<\/em> –> Read also “Reasons why applicants have been waiting for video interviewing”<\/a><\/p>\n 2. Video interviews are only for extroverted personalities <\/strong><\/p>\n False, it\u2019s actually quite the opposite. The candidate doesn\u2019t 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 \u201creal\u201d video interview. That would never be possible in a live interview.<\/p>\n Recruiters and line managers, who see the candidates\u00b4 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.<\/p>\n \u201cOf 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,\u201d says Chris.<\/em><\/p>\n