Introduction

The COVID-19 pandemic has significantly impacted the recruitment industry, and video interviewing has become a vital tool for talent acquisition. A recent study titled “Video Interviewing: A Review and Recommendations for Implementation in the Era of COVID-19 and Beyond” provides a detailed analysis of this digital interviewing medium. The study offers important insights for hiring managers who are navigating the virtual recruitment process.

 

The Merits of Video Interviewing

Despite being a response to the constraints of the pandemic, video interviewing has several advantages in the recruitment process. It not only enhances safety by eliminating the need for physical meetings but also promotes inclusivity by enabling candidates from diverse geographical locations to participate. Additionally, it provides a more eco-friendly alternative by reducing travel-related carbon emissions and facilitates a cost-effective recruitment strategy for both candidates and organisations.

 

Confronting the Challenges

Although virtual interviewing has become increasingly popular, it comes with its own set of challenges. One of the major hurdles is the lack of personal interaction that can hinder effective communication. Additionally, not being able to physically explore the workplace and possible technological glitches can also be significant barriers. Furthermore, the limited conveyance of non-verbal cues and potential biases that may emerge from video interviews require careful attention and strategic management.

 

Strategies for Hiring Managers

Hiring managers can employ several strategies to optimise the virtual interview experience and mitigate its drawbacks:

• Enhance Interaction: Facilitate virtual meet-and-greets or Q&A sessions with existing team members to allow candidates to gauge the organisational culture.
• Virtual Tours: Provide virtual tours of the workplace and surrounding areas to give candidates a sense of the working environment.
• Technical Support: Ensure that candidates have access to the necessary technology and support to facilitate a smooth interview process.
• Objective Evaluation: Implement structured interview protocols and training for interviewers to minimise potential biases.

 

Conclusion

With everything that’s been going on in the world, many companies have had to shift to video interviewing as a way to keep the hiring process moving forward. While there are definitely some benefits to this approach – like increased accessibility, safety, and cost savings – there are also some challenges that need to be addressed. For example, video interviews can feel impersonal, and there’s always the risk of unconscious biases creeping in.

 

Luckily, there are ways to navigate these challenges and make the most of virtual interviewing. One helpful resource is a study called “Video Interviewing: A Review and Recommendations for Implementation in the Era of COVID-19 and Beyond.” This study provides some great insights and recommendations for hiring managers who are looking to build diverse and competent teams while using video interviews. By following these recommendations and staying aware of the potential drawbacks, companies can continue to move forward with the hiring process in a way that’s safe, efficient, and effective.

 

References:

https://www.sciencedirect.com/science/article/pii/S1076633220302993