Most of us are living in a virtual world where we use our phone, laptops, iPads, etc. to connect with each other on a regular basis. When it comes to recruiting, the number one goal is to make a personal connection with a candidate and to focus on finding the right fit and position for each individual. In this day and age, it has become increasingly easier for recruiters to source for talent with social media and recruiting tools such as LinkedIn, Twitter, Facebook and countless other job boards. Candidates are able to submit their resumes to various companies for multiple opportunities with the click of a button, creating a more efficient, yet a more impersonal experience during the application process.

The question recruiters ask themselves is: How can we establish a more personal connection with our candidates in a virtual environment?

A trend that has been around for years, but has only begun to realize widespread use is video interviewing. A survey of more than 500 Human Resources Managers from companies with 20 or more employees was conducted by Office Team in 2012 and they found that more than 6 in 10 companies are now doing video interviews at least somewhat often. This is up from fewer than 2 in 10 companies just one year ago. “It helps companies narrow the candidate pool down quicker,” said Kelsey Fast, a division director for Office Team in Seattle. But it also allows the candidate an opportunity to decide if it’s the right fit for them. Therefore, video interviewing can be a mutually beneficial tool.

Most consulting firms utilize this in their practice, however not all Healthcare IT consulting firms employ this virtual form of interviewing in their recruiting process. As a virtual company, Divurgent has taken steps to incorporate this as a regular part of the recruiting process to maximize the interactions and ensure the right fit for both parties.

The benefits companies can take away from video interviewing are really starting to add up! Collaboration and sharing with clients and/or hiring managers, brand awareness, increased productivity, and reduction of cost to hire are just a few. For recruiters, video interviewing is the vehicle that finally delivers the package that hiring managers have long awaited – less upfront investment from the hiring manager through a process that is both efficient and collaborative. It’s a way to get a truer sense of an individual all the while enabling smarter decisions. Ultimately, this leads to better decision making for the employee and candidate, and most importantly a better outcome for our clients.

Additionally, there are several reasons why video interviewing is beneficial to the candidate. When completing a one way interview, each candidate can really focus on their answer to each question, rather than how the interviewer is responding. It’s not a secret that some candidates get nervous, but with one way interviews, no one is watching you answer. Secondly, it’s much more convenient than phone interviewing. Candidates can complete the one way interviews on their own time. They might have a deadline on when to complete the video interview, but it will be over a couple days span, so they can choose the most optimal time for them. Even live video interviews can benefit the candidate and their decision. Candidates have the ability to physically present themselves well, something they can’t initially do during a phone screen. They can effectively see and feel the excitement and/or reactions of the interviewing team which can help them decide if the position and company culture is a right fit for them.

All things considered, it appears to be beneficial for both companies and candidates to use video interviewing moving forward to ensure the best fit possible exists for everyone. If you ask us, it’s hard not to see online video as the wave of the future for both job seekers and employers.

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