Recruiting and hiring in the new video-first world


Video interviewing is the process of virtually interviewing for an open job role using a few simple tools: a webcam, a microphone, and the internet. That’s it.

It has become a major part of the recruitment process for many companies and recruiters alike. According to Lauren Smith, Managing Vice President at Gartner “Virtual interviewing may become the new standard for recruiting leaders and candidates long after social distancing guidelines are lifted”¹. She was right.

Even though we have all become well acquainted with live video calls over the past two and a half years, the idea of completing a video interview may still seem like a nerve-wracking prospect for both candidates and hiring managers alike.

In addition to the nerves surrounding video interviews most candidates usually expect the recruitment process to be long, with some companies taking months to fill one role. All of these ‘blockers’ to a speedy hiring process can be effectively combatted. How? Organisations that adapt to video-first recruitment technology and that also put care and planning into their hiring and new employee onboarding journeys can accelerate their hiring process, speeding up the time from interview > hired > candidates being effective in their new job.

Let’s talk about speed

Video interviewing allows recruiters to complete interviews faster than using traditional methods, meaning it won’t take as long for the right person to get hired. And in the current state of the job market, with talent being scarce and candidates having the pick of the bunch when it comes to available roles, time and engagement is precious for those hiring.

Speed comes from multiple elements of video-first recruiting:

  1. Your entire hiring process is managed and executed from one platform (yes, one, reach out to me to find out more).
  2. You have the ability to showcase the company and job vacancy through video. This means every candidate benefits from a consistent overview of the role, company culture, meaning the hiring team is not spending time running through the same information repeatedly with new clients, all adding up to time savings.
  3. By showcasing the role and company through video, you can (and will) put the candidate at ease welcoming them into the video process.
  4. Candidates can apply and go through the process without scheduling interview times.
  5. The hiring team is able to ‘meet’ the candidates through their video applications, enabling the job seeker to show their personality and be more than ‘just a CV’.

Different styles of video interviewing

When venturing into the video recruitment world it’s important to know there are two types of video interview methods you can choose from. Both have their place and can be used separately or in conjunction with one another:

  1. Live video interviews

Regardless of location, two-people or a group hiring team can meet online. This effectively breaks down hiring barriers, speeds up the time to meet a candidate or for the candidate to have their interview as quickly as possible once they have applied.

When utilising live video interviews, there are benefits to both candidates and recruiters. It eliminates the need to travel, immediately making your process greener and more accessible. The candidate can take part in the interview from the comfort of their own home and with most devices being compatible with live video calls this is an incredibly accessible process. These are all factors that help feed into Inclusive and Diverse (I&D) business practices.

  1. Pre-recorded / asynchronous video interviews

Also referred to as pre-recorded video interviews or, one-way, on-demand video interviews, they are quickly becoming the desired choice when it comes to video recruitment.

Instead of recruiters needing to be on a live call, a one-way video interview allows the candidate to run through the interview questions one at a time and record their answers independently. Allowing the candidate to take their time and participate in the interview in an inclusive and remote way. Which has become the custom of working practices post-pandemic. It saves the recruiter and in-house hiring teams time, enabling them to fill more vacancies quickly.

Which might be of particular interest to the aviation sector at present.

Video Advertising

Do you want to increase engagement rates with candidates, as well as prospective clients and secure key conversions faster? Video advertising is the way to go to achieve this. As an example, social video generates 1200% more shares than text and image content combined², equating to more eyeballs on your ad which will increase exponentially over static alternatives.

Video advertising is still relatively new but is perhaps the best and certainly the most impactful feature in the current recruitment market which is very much candidate led and therefore each candidate can be receiving upwards of 5 approaches per day via email and LinkedIn. So, you recruiters out there, will need the means to stand out from the crowd and capture candidates’ attention straight away with impact, driving an application submission.

Advantages of using video-first recruiting

If you’re still hesitant of whether your recruitment team should be implementing video-first interviewing into your hiring process, here are a few benefits I’ve experienced:

  1. Reduction in hiring time
  2. Placing more candidates, quickly
  3. Employees stay in their roles longer, increasing client satisfaction
  4. Time saving as there is no need to repeat role ad company overviews for every new prospective applicant
  5. Increase profit margin (bonuses!) as more candidates are placed, and more importantly, retained in the role (this is one for the recruitment agencies)

Irrespective of whether you select live calls or recorded video interviews, both video interview options can save HR teams and hiring managers a huge amount of time.

I think it’s important to realise the time a recruiter would spend with each candidate when you run traditional recruiting methods, meet and greets to welcome them into the office, offer them a refreshment, walk the candidate to the meeting room, give them a tour of the office, the actual meeting and walking them out while running through a last wrap up of information exchanges including next steps.

This time adds up (and quickly), especially if you have several candidates to see. When you start your video technology journey, in comparison, you don’t even need to leave your desk (or couch), enabling you to meet more and place candidates in a shorter time.

Lower costs

Speeding up the overall process from attraction right through to offer and beyond, is going to save your company money. Slower hiring processes cost your business whether you are hiring for a business critical role or a junior position which ultimately impacts the workflow and success of the wider company.

By adopting video recruitment technology, the advantages of rapidly attracting and screening candidates through recorded interviews, or interviewing multiple candidates in one day on video, you dramatically accelerate the process for everyone involved and get your new company star in the door sooner.

Great Candidate Experience

To date, I’ve experienced video interviewing creating a positive and inclusive interview experience for everyone involved.

The need to worry about logistics for candidates is removed, making your process greener. This is important for me to share as my own company is beginning the journey of becoming B Corp certified. Plus, when they know the questions ahead of time, they can feel more confident, resulting in their best replies confidently shared.

Remove geographical limitations

Video has opened the job market overnight. Your business and recruitment team can now scout and attract candidates from anywhere on the planet. Recruiters and hiring managers can now look at a much wider talent pool immediately, removing barriers that historically businesses often faced when hiring. This also means businesses can now put inclusive and diverse hires first.

We have recently implemented this at VizCareer with great and immediate success, hiring a Head of Marketing that is located in Berlin, Germany while we are a predominately Scottish based company.


1 “Gartner HR Survey Shows 86% of Organizations Are Conducting Virtual Interviews to Hire Candidates During Coronavirus Pandemic.” Gartner, 30 Apr. 2020,–of-organizations-are-cond.


About the author

Connor is a Scottish based CEO and founder with a lifelong passion for helping people find their dream jobs, a passion that drove him to start his own company specialising in video-first recruitment. When he’s not helping businesses adopt video recruitment technology you’ll find him enjoying family time with his daughter and wife, racking up sets at the gym (and still missing the rugby days!) or on the road cruising on a motorbike heading up north for a camping trip with mates.