Check out our latest research and report on Video Interviewing, market adoption rates, usage and best practices for corporate human resource leaders. Research conducted by and written by Sarah White & Associates, LLC a Human Capital Market Strategy and Advisory firm. We provide best practices and market education to corporate Human Resource teams around talent and integration of technology technology into employee lifecycle. We also partners with vendors to improve their offerings to best meet the needs of practitioners. Learn more or book for your next event at www.SarahWhiteLLC.com This research was underwritten and provided to the public free of charge thanks to Wowzer video interviewing. Learn more about them at www.wowzer.com

1. Fall 2013
Strategic Advisory & Research for HCM
VIDEO INTERVIEWING:
NO LONGER FOR EARLY ADOPTERS
The use of video interviews has been around the recruiting
ecosystem decades - from video conferences of the 1990’s to
the video chats of the 2000’s, the understanding that video
could one day change how we hire existed.
About the Author
Sarah White is
the Founder
of Accelir, a
Strategy
Advisory Firm
focused on
integration of
technology
and human
resource
strategies. Sarah has more than a decade in
the human capital space as a practitioner,
vendor executive, analyst and advisor.
She works with corporate HR as well as
vendor teams looking to gain a better
understanding of how a solid strategy, the
right technology & emerging media can
In 2005, the understanding of what Video Interviewing was
was minimal resulting in a market that was almost
nonexistent. By 2010, the industry was preparing to emerge
from the early adopter timeframe, with an industry accepted
adoption rate around 15%.
Today, more than 38% of
respondents to our 2012 Video Interviewing Usage Survey
say they use video at some stage of the hiring process 1.
The rapid growth within the market was not only tied to the
introduction of a number of vendors into the video
interviewing market but also a rapid growth in online
consumer video viewing and sharing, thanks to sites like
YouTube, Facebook, hulu, Netflix as well as the video
communication sites like Skype, Google Talk and more. In
addition, it is estimated that 79% of all laptops now have
webcams built in making video accessible anywhere with wifi
access.2
Thanks to the combination of consumerization trends in talent
improve their hiring and retention practices.
1 Video
Interviewing Usage Survey, Conducted in 2012 by Accelir - Underwritten by WePow - Included segmented
responses from Recruiters and Hiring Managers from 158 Unique Company Responses. 56% of responses were
from Global Organizations.
2 Source:
PC World

2. Video Interviewing: No Longer Early Adopters
acquisition technology3 and the rise of consumer video usage - the
video interviewing market has been in an accelerated rate of market
adoption. In just the last 18 months, the video interviewing market
has grown from Early Adopter numbers to the range of the Early
Majority.
We anticipate the early majority range to last just a few years before
hitting the late Majority at some point in 2015. Already we found that
outside of work, more than 78% of our recruiters and nearly 90% of
the hiring managers had some experience with a video chatting
platform like Skype, Google Talk, Face Time, etc 4
These numbers highlight the readiness of users to move further into
the mainstream market. When asked specifically about comfort
levels with video interviews compared to traditional interviews (phone
or face to face), 78% respond they would be equally or more
comfortable with a video interview.
3 Source:
5 Trends in Talent Acquisition for 2012, Accelir, Spring 2012
http://www.slideshare.net/imsosarah/5-strategic-trends-in-recruiting
4 Video
Interviewing Usage Survey, 2012, Accelir - Underwritten by WePow
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3. Video Interviewing: No Longer Early Adopters
Types of Video Interviews
The increase in organizational use of video interviewing programs is impressive and even for those who were not in the category of early
adopter or early majority it is a great time to learn more about where
video fit into your overall hiring strategy. There are two main types of
video interviews: One-way (recorded, asynchronous) or Two-way (live)
which can be integrated to enhance or build efficiencies into the hiring
process at most organizations.
Recorded (One-Way or Asynchronous)
Practitioner Note:
Video Interviewing is
also referred to as
Video Screening, Video
Recruiting, Video Hiring
or Digital Interviewing.
One-way, or Recorded, videos typically occur earlier in the hiring cycle
than two-way or live interviews and are designed to be the least
intrusive for all parties involved. They allow the job seeker to answer a
set of questions at their convenience, any time they like, from any
location they like. On the corporate side, recorded videos allow the
recruiter and hiring manager to review the interview multiple times, add
notes, and share it internally - all on their own schedule.
In recorded video interviews, applicants are emailed a link to log into a
custom interface featuring a particular corporate branding. Once they
have logged in, they are presented with four to six questions. These
questions are presented in written form, as an audio or video-recorded
version, or a combination of those options. The job seeker then gets a
set amount of time to respond, just as they would in a face-to-face or
phone interview.
With recorded interviews, each applicant for a particular job is asked the
exact same set of questions with the same tone, inflection, and context.
This is considered an advantage because consistency is key in
interviews.
Anyone involved in the hiring process has the ability to compare the
answers of various candidates quickly and easily. The recorded nature
of the one-way interview allows recruiters to not only review the
interviews on their own time, but also forward to hiring managers or
teams for immediate feedback before moving forward in the process.
This speeds up the hiring process by narrowing down candidates more
quickly and getting the right people in front of the hiring managers
sooner.
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4. Video Interviewing: No Longer Early Adopters
From a return on investment (ROI) perspective, while a single set of
questions for all applicants must be general in nature, they can be aim
to emulate the key screening questions asked in a phone interview,
which is one of the most time consuming portions of the interview
process.
It takes more than 30 minutes per candidate
just to schedule a phone screen
at 35% of organizations surveyed
More than half (53%) of companies surveyed phone screen 4-9 people
per open position and for 35% of organizations it takes more than 30
minutes per candidate to even schedule the phone screen.5 Converting
even a portion of the phone screen or early screening process to
recorded video will have a direct impact on ROI. Both hiring managers
and recruiters rated saving time as the most important factor when
considering video interviewing.6
Live (Two-Way)
Practitioner Note:
Live can often
accommodate multiple
interviewers from the
organization to save
time and money.
Live, or two- way videos offer the ability for the conversation to go both
ways, instead of the one-way nature of a recorded video. This type of
interview typically comes a little later in the hiring process, after the
phone screen, and is traditionally used by organizations looking to
reduce their travel expenses or or increase their “green” focus during a
candidate search.
Much like the recorded option, with dedicated video interviewing
platforms, users log in and get a fully branded experience and insight
into the organization - plus the addition of a direct, face-to-face on
demand. Most live or two way video programs have expanded to allow
more than two people to participate, allowing the benefit of a group or
panel interview.
A growing number of vendors also allow these ‘live’ interviews to be
recorded.
While this is an internally debated issue at many
5 Video
Interviewing Usage Survey, 2012, Accelir - Underwritten by WePow
6 Video
Interviewing Usage Survey, 2012, Accelir - Underwritten by WePow
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5. Video Interviewing: No Longer Early Adopters
organizations, the benefits of this option include the ability to review for
both candidate selection as well as interview coaching.
While there are a number of free video conferencing solutions, like
Skype, on the market, utilizing a dedicated video interviewing platform
provides benefits to organizations that are not possible with the non
traditional options such as branded interface, end user support for
questions, interview specific note tracking and certain compliance
factors.
The major benefit of the live interview is the fact that it can be done on
demand, without scheduling ahead of time - especially valuable if you
would be losing time trying to schedule travel. 70% of organizations will
fly a candidate in at some point for an interview 7 and live video is a great
alternative to preview or interview candidates before or instead of flying
them out for an in person meeting.
What Matters in Video Interviewing
Corporate recruiting teams and hiring managers were both very clear
when it came to discussing what mattered most when considering video
interviewing technology. They wanted it to be easy while saving the
company time and money.
7 Video
Interviewing Usage Survey, 2012, Accelir - Underwritten by WePow
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6. Video Interviewing: No Longer Early Adopters
For hiring managers, saving time and money both ranked much higher
than any other consideration. For recruiters, saving time was rated as
equally important as candidate experience, (4.5/5) was followed closely
by cost savings and ease of use for the hiring manager.8
For organizations with a main focus to save time, the recorded (or
asynchronous) interviews not only eliminate time spent in the screening
or phone interview phase, but will also allow interview teams or hiring
managers to preview their candidates and provide valuable feedback of
who should come in for a full interview, or not, in a way that fits best with
their individual schedule.
This allows hiring managers to be more
involved in the process while seeing more depth than what a traditional
resume may show.
74% of Recruiters & 60% of Hiring Managers
thought Video Interviewing
would make their job easier.
While some organizations decide to start with just one, 13% of the
surveyed organizations currently use the two-way (live) interviews as
their exclusive video interviewing strategy, many companies that
have implemented video interviewing as a strategic part of their hiring
process use both styles at various stages of the hiring process.
Those companies that were most interested in cost could find the
largest savings through the dual implementation approach. The time
savings with recorded, speeding up of phone screen phase,
combined with the travel cost savings of the live interview have
resulted in reduced time with role open as well as multi million dollar
savings for a number of large, global organizations over the last few
years.
Conclusion
Two decades ago, the use of video was limited to the sphere of personal
entertainment. While camcorders had gained in popularity, a medium
with which to easily share videos had not yet been developed.
8 Video
Interviewing Usage Survey, 2012, Accelir - Underwritten by WePow
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7. Video Interviewing: No Longer Early Adopters
In the business world, executive search firms were creating the
groundwork for what would eventually become the video interviewing
market by sending candidates to third party locations and setting them
up for remote interviews with live video feeds.
With the rapid increase in consumerization among video as a whole,
combined with the new focus on dedicated video interviewing platforms,
the market is has reached early majority status. The newest evolution of
video interviewing solutions goes beyond basic video interviews or live
conversations to a strategic part of the hiring process at multiple stages.
Video interviewing technology in 2013 has evolved to provide corporate
human resource teams a true competitive advantage and positive ROI
through multi-video option offerings, thoughtful analytics, and custom
user interfaces unique to any brand.
Report & Research Underwritten By WePow. WePow is a global leader in
recruitment communication, offering breadth, depth, and a personal touch to
attracting talent. Today we help 100+ major organizations (including Facebook,
Heineken, adidas, etc) recruit in more than 100 countries. At WePow, we translate
human interactions into amazing experiences! For more information, visit
www.wepow.com or follow us on Twitter at @goWePow
Report & Research Conducted By Accelir. Accelir is an Independent Analyst
and Strategic Advisory firm for human capital with a focus around Talent Acquisition
- From Sourcing to Succession. We conduct industry research, strategic advisory
and consulting services to corporate recruiting teams to promote a stronger
understanding and execution of strategic talent planning. Our members include
corporate human resource teams as well as vendors both looking to accelerate
their current strategies around product, process and market education. Learn more
about us at Accelir.com
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