The Future of Hiring: Asynchronous Video Interviews

A black man in a white turtle neck having an online vide interview on his laptop.
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Technological advancements are making African recruitment processes flow more efficiently within the continent and beyond. As technology continues to reshape the way we work and connect, hiring processes for, us, recruiters are evolving too. Asynchronous Video Interviews (AVIs) have emerged as a game-changer, revolutionizing traditional hiring methods. In this article, we’ll explore the concept of AVIs, their benefits, and the steps to effectively utilize this innovative recruitment tool.

What Is an Asynchronous Video Interview?

AVIs represent an automated interview process where candidates respond to a set of pre-arranged questions using a webcam or smartphone. This one-way interview format allows candidates to record their responses and send them to the hiring manager. AVIs can be structured, unstructured, or semi-structured, providing flexibility in the interview approach.

 

Benefits of Asynchronous Video Interviews:

1. Promoting Collaborative Decision Making:

AVIs facilitate collaborative decision-making by involving the entire hiring committee in the evaluation process. This collective approach ensures a more comprehensive and unbiased assessment, leading to the selection of qualified candidates.

 

2. Providing a Better Candidate Experience:

Enhancing candidate experience is crucial for building a positive employer brand. AVIs offer flexibility by allowing candidates to schedule interviews at their convenience, eliminating travel-related stress and expenses. This creates a more comfortable and friendly environment for candidates. The pressure of being put on the spot often associated with live interviews is eliminated, allowing for the candidate to be themselves.

 

3. Reducing Bias and Improving Evaluation Quality:

AVIs play a vital role in mitigating conscious and unconscious bias present in face-to-face interviews. The standardized nature of AVIs ensures that candidates are evaluated based on merit, fostering a fair and authentic hiring process. Additionally, AVIs enable recruiters to compare candidates easily by assessing their responses to key questions.

 

4. Facilitating Rigorous Screening Practices:

AVIs enable thorough screening as hiring managers can review recorded videos at their own pace, focusing on crucial factors like communication skills and body language. This method proves particularly useful in technical roles where team collaboration is essential.

 

5. Reducing Hiring Time and Cost:

Efficiency is paramount in recruitment, and AVIs contribute significantly to reducing hiring time and costs. Recruiters can conduct multiple interviews in the same timeframe, optimizing the recruitment process and avoiding the loss of top talents to competitors.

 

6. Providing Scheduling Convenience:

Unlike face-to-face interviews, AVIs offer convenience for both candidates and hiring organizations. Recruiters can design interview questions, send invitations, and candidates can respond at their preferred time, accommodating those with busy schedules. It makes it possible to reach candidates on a global scale, reducing the limitations of distance and time differences.

 

7. Creating an Inclusive Interview Process:

AVIs break geographical boundaries, allowing hiring managers to reach candidates globally. This inclusivity broadens the candidate pool, increasing the likelihood of discovering the best talent regardless of physical location. Reaching talent all over the world will increase diversity in the workplace with potential employees of various religious and cultural backgrounds.

 

How to Conduct an AVI:

1. Design Questions Beforehand:

Prepare a list of role-specific questions to accurately assess candidates.

 

2. Prepare a Platform for Recording Videos:

Choose a suitable video interviewing platform that supports various assessment functionalities and automatic scheduling.

 

3. Record the Interview Questions:

Start with a brief introduction about the company and role before asking open-ended or standardized questions.

 

4. Invite Candidates for the Interview:

Send interview invitations via email, providing candidates with sufficient time to prepare.

 

Drawbacks of Asynchronous Video Interviewing:

 

1. Limited insight.

Recruiters will have an obscured insight into a candidate’s soft skills. As the Candidate takes time to prepare and is alone in their comfort zone for the interview, it is difficult to tell how they will fit in pressurised or demanding or even social work environment.

 

2. Technology is not always your friend.

Technical complications may arise that can postpone or even delay the hiring process.

 

3. Impersonal.

At CA Global Headhunters we value human connection significantly. The quality of personal aspects is disregarded when it comes to live online interviews, but it is further removed when the conversation aspect is non-existent. AVI’s do not allow opportunities for engaging conversations and follow-up questions.

 

Conclusion:

Asynchronous video interviews represent a transformative shift in the hiring landscape, offering efficiency, flexibility, and inclusivity. By embracing this innovative approach, organizations can streamline their recruitment processes, connect with top talents globally, and make more informed hiring decisions. The future of hiring is here, and it’s asynchronous.

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