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Asynchronous video interviews are introduced to companies for different reasons. There are many whose main reason is: \u201cWe don\u2019t want to incorrectly eliminate suitable candidates in preselection.\u201d Others state that having an efficient hiring process is a top priority, especially when there is a huge number of applicants for a position.<\/p>\n
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Let’s look more closely at “efficiency of selection<\/strong>“. Usually companies replace the telephone interviews in the preselection with asynchronous video interviews. When it comes to time efficiency, there are now two different scenarios.<\/p>\n SCENARIO A: Screen more candidates in the same amount of time<\/strong><\/p>\n The same amount of time is given for preselection through video interviews as telephone interviews (eg. Four hours a week). Now I can clearly screen more applicants through video interviews than through telephone interviews. To be specific, I can screen 24 applicants in four hours, whereas with telephone interviews, I can only screen 8.<\/p>\n >> When does this scenario make sense? When you…<\/p>\n With that said, companies such as the Deutsche Telekom have found that 20% (!) of their newly recruited trainees would have fallen victim<\/strong> to the wrong criteria in the conventional preselection process and would not have even made it to a telephone interview, due to time constraints.<\/p>\n SCENARIO B: Screen the same number of applicants in less time<\/strong><\/p>\n Screen the same number of applicants with video interviews as you would with telephone interviews. I now only need 1.5 hours instead of 4. In addition, I also gain observation based information about the suitability of the candidates (for example, self confidence for sales applicants), which isn’t possible through telephone interviews.<\/p>\n >> When does this scenario make sense? If…<\/p>\n Asynchronous video interviews are introduced to companies for different reasons. There are many whose main reason is: \u201cWe don\u2019t want to incorrectly eliminate suitable candidates in preselection.\u201d Others state that having an efficient hiring process is a top priority, especially when there is a huge number of applicants for a position.<\/p>\n","protected":false},"author":9,"featured_media":7332,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[37,1,30],"tags":[],"class_list":["post-6632","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-interviews-interview-questions","category-others","category-personnel-assessment"],"yoast_head":"\n
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