Of all the assessment tools available in the market today, the interview has been universally adopted. Over the last twenty years, the method of interviewing has evolved: moving from meeting every candidate in-person to pre-qualifying candidates using telephone interviews and, more recently, pre-qualifying candidates using video interviews.
The shift from meeting candidates in-person to pre-qualifying them over the telephone was driven by the need for organisations to become more efficient as the recruiting landscape became more challenging.
In recent years, video interviews have replaced telephone interviews in many organisations. For some, the driver has been the need to further increase efficiency, while for most it has been the need to increase the effectiveness of their first-round interviews.
So why are video interviews so much more effective than telephone interviews?
It’s simple – as humans, we rely heavily on nonverbal communication, hence why we insist on meeting candidates in-person. Yet, we are unable to interpret nonverbal communication in a telephone interview.
Video interviews are far more closely aligned with the structure of an in-person interview and are a much better predictor of candidate performance.
More Specifically…
- Limited Evaluation: Telephone interviews are conducted on a one-to-one basis, meaning the candidate can only be evaluated by the person on the call. This limits the perspectives and insights that can be gathered.
- Lack of Nonverbal Cues: Telephone interviews are one-dimensional, allowing only verbal communication to be assessed. Important nonverbal cues, which can provide significant insights into a candidate’s fit, are completely missed.
- No Record for Review: Telephone interviews typically aren’t recorded and cannot be revisited, meaning the evaluation has to happen immediately. This prevents other stakeholders from reviewing the interview to gather their own insights.
- Inadequate Documentation: Evaluations tend to be brief notes made in the moment, which provide limited information for other stakeholders. This can lead to inconsistencies and a lack of thoroughness in the assessment process.
- Inefficient Process: Telephone interviews offer zero economies of scale – in order to interview 100 candidates, the same process must be repeated 100 times. This is both time-consuming and resource-intensive.
Conclusion
In summary, telephone interviews can’t capture all the verbal and nonverbal information needed to determine whether a candidate is a good fit for the organisation. Furthermore, the process relies on an individual evaluating the candidate on the fly and accurately portraying them to other stakeholders.
As the recruitment landscape continues to evolve, video interviews provide a more comprehensive, efficient, and effective solution for pre-qualifying candidates. By leveraging video technology, organisations can better assess candidates, improve the overall hiring experience, and make more informed hiring decisions.