You’re currently reading Chapter 1 of The Ultimate Guide to Video Interviews
Did your grandparents ever use the phrase, “In the good ‘ol days…?”
“In the good ‘ol days we used to play with sticks and walk our resume into the hands of the hiring manager.” Sorry grandma, times have changed. And so has the hiring game that we all have to play.
And just like more and more kids are playing with video games instead of sticks, more and more companies are leveraging video interviews instead of giving a warm welcome to the resume-in-hand strategy.
Love it or hate it, video interviews are now part of the game.
If it’s one thing we as a society are good at, it’s finding ways to save time and money. And that’s just what video interviews do. They offer hiring managers a way to filter candidates beyond the resume phase and before the live interview phase.
Face it, there’s a lot of people on this earth. And there’s a hell of a lot of other people trying to get the job you’re going after. A Staff.com article revealed that Google receives more than two million job applications each year.
Large companies are constantly searching for new ways to filter applicants. That’s why Applicant Tracking Systems (ATSs) were invented. And they save company’s thousands, some companies hundreds of thousands of dollars in hiring costs.
Hiring people is expensive. It takes time and money.
According to glassdoor.com, the average company in the United States spends about $4,000 to hire a new employee, taking up to 52 days to fill a position.
So if you’re a company with remote jobs hiring remote workers, it’s impossible to fly everyone out for a live interview who passes the initial phone screening. For this reason, video interviewing is becoming more and more common, especially for remote positions. But even for companies hiring locally. Video interviews also allow companies to consider way more candidates than they could if they could only conduct live interviews.
We’re all familiar with Skype interviews. But recently, companies are starting to use one-way video interviews as well, which require you to use your computer camera to record your answers to pre-selected interview questions under certain time constraints. Just you and the camera. That way hiring managers don’t have to be present in the video interview. They don’t have to worry about scheduling. They can play, pause, rewind and review interviews on their time.
This is the new ATS of our time, except it’s not for the resume, it’s for the interview. And just like ATSs, one-way video interviews are going to save companies thousands of dollars, if not hundreds of thousands of dollars in time and money.
Love it or hate it, one-way video interviews are now part of the game. Don’t believe me? Are you thinking, “I’m just going to avoid applying to companies that do this?”
Check out how many customer’s ONE one-way video interview company has, hirevue.com. And there are more. I’ll give you one more, venterview.com.
It is highly likely that you will be required to video interview for your next job, especially if you are trying to get a work-from-home job. And it is almost guaranteed you will have a video interview at some point in your long career.
So by learning how to master video interviews now, you can be one step ahead of your competition when you get notified of an upcoming video interview. You will be prepared when they ask you to email them a one-minute video of you answering a question like, “Tell me about yourself”.
But have no fear. With this Ultimate Guide to Video Interviews, you now have a way to prepare in advance for this new shift happening in our job hiring process – the shift to video interviews.
Continue to Chapter 2: Two-Way vs. One-Way vs. Making Your Own Video Interview
Your Turn. What is your #1 fear, pain-point, or challenge with video interviews? Let me know in the comments below!
Download the FULL PDF version of this guide (all 107 Pages) by entering your name and email below!
