6 Ways Video Interviews Can Help with Diversity Recruiting

December 18, 2014

A recent report from recruiting firm Hays lays out several compelling reasons for diversity recruiting. Among them: improved attraction and retention of candidates; reflecting your customer base; improved productivity; innovation, new approaches and independent points of view; and improved financial performance.

It’s no secret: diversity recruiting can lend a competitive advantage.

All well and good, but what if you’re unable to find a diverse pool of candidates in your area, despite your outreach, events and networking?

Behold the power of the video interview.

Here are six reasons why using video interviews can be key in recruiting a diverse workforce:

1. They expand your labor pool by removing geographical barriers.

Per Aberdeen Group’s talent acquisition research, 79% of enterprises still struggle with overcoming shortages of critical skills available in the labor pool.

Using video interviews, you can suddenly open up the door to candidates around the globe. This can include candidates who speak a customer’s language, live in a customer’s time zone, share a similar gender/age/ethnicity as your customer, and more.

2. They save both you and the candidate travel expenses.

From a bottom-line standpoint, video interviewing can enhance efficiency and be kind to budgets: you’ll save time on travel and phone calls. But just as importantly, so will your candidates. This can help encourage candidates who might not otherwise have applied for a position to throw their name in the hat. Removing the constrictions of travel cost makes it far easier to consider a job.

What better way to reach that top graduate of a competitive university –- on the other side of the world?

3. They are helpful for candidates with disabilities. 

For candidates with physical disabilities, video interviews can be especially helpful. The save time that would be invested in preparing to travel, getting to an interview location and back, and other physical challenges. The candidate has more opportunity to present at their best – without feeling worn out.

4. They reinforce that your company is telecommuter-friendly.

If telecommuting is part of your company’s offerings – and a strategy to increase diversity – what better way to find candidates than video interviewing [and indeed, there may be no other way].

Think about the parent who’s returning to the workforce, but can’t commit to a daily commute. Or, a senior-level candidate who recently retired to warmer climates, but still hopes to consult [and has skills and experience well beyond those of any college grad].

5. Unlike a phone interview, video allows you to assess the candidate’s body language.

Video helps level the playing field for candidates by providing the opportunity to make physical impressions through nuances that simply don’t come through on a phone call, such as a smile. If you’re hiring for sales and communications jobs, these can be critical attributes.

6. You can record video interviews for a more fair assessment.

The use of video for recruiting can help ensure fairness and transparency. For example, ask the same set of questions to all candidates, and record their responses during the video interview. This enables you to weigh the merits of one candidate’s response against another. The recorded clips can also serve as a record of your compliance with hiring regulations.

One final thought: be kind to your interviewees, in terms of time zones, and find neutral ground for scheduling a time that suits all. It’s no fun for a candidate to be interviewed at 3 a.m. local time, regardless of how much they really might want the position and are qualified for it. Coffee can only get someone so far.

Have you taken advantage of the power of video interviewing to increase diversity in your workforce? What tips can you share?

*image from cardstore video

global recruiting trends