6 Misconceptions of Video Interviewing

In our new guest blog post for Hireserve, we’ve taken a look at six common misconceptions of video interviewing and the actual reality experienced by companies around the world. If you’re thinking about video interviewing and how it would work for your organisation, you and your team will likely have some questions.

It’s the same as Skype / video conferencing tools

Most people have used free video chat tools to keep in touch with relatives and friends, especially those living abroad. No matter how strong your Internet connection is, you’ve probably experienced the frustration of a frozen screen or choppy sound quality. Imagine how off-putting this is for a candidate in a high stress situation, such as a remote interview for that dream job. Video interviewing software is built specifically with the candidate in mind, and focuses on avoiding these issues completely. Modern video interview systems can be HD quality, and have very low bandwidth requirements, meaning you can do video interviews with candidates in the remotest of areas without having to worry about quality issues. Ultimately it’s a stress free experience, far beyond what Skype can offer. This married with candidate centric features, employer branding opportunities and a dedicated 24/7 support team puts video interviewing software in a completely different league, & ensures that the interview process is engaging, simple and stress free!

Your candidates need to be tech savvy

Candidates shouldn’t need to be tech savvy to complete their interview – if they can turn on their computer and click a link sent to them via email, they’re good to go, on a laptop or mobile device. It’s really that simple. Every step of the process is intuitive & designed to make it as easy as possible for the candidate. Most good systems, allow candidates to attempt practice interviews with generic questions as many times as they like before completing the real thing. This helps them to make sure they’re fully prepared and comfortable with the process if it’s new to them.

It is very unlikely that there will be any technical issues, but just in case, when considering video interview software companies, make sure they have full time support. (Sonru is one of the few companies that offers global support 24/7/365, just in case).

“I was hesitant at first but found the introduction and training to be excellent.” – Candidate

“The experience was great. The platform was a lot better and user friendly as compared to the previous ones I did (shall not name names).” – Candidate

Video Interviewing creates more work for recruiters and hiring managers

As with any new technology, or change to your recruitment process, there’s a little learning curve. Video interviewing actually saves you massive amounts of time, and those gains can be realised very quickly. With asynchronous video interviewing, two people don’t have to be online at the same time. This completely frees up recruiters and candidates. So rather than spending hours coordinating schedules & conducting telephone or face-to-face interviews, you could send out one interview campaign, & then review multiple 10-15 minute candidate video interviews in the same time it could take you to setup one.

The process of reviewing interviews is simple for recruiters and hiring managers. Online or via the Sonru Player app, you can review full interviews or specific “killer” questions, leave comments for colleagues and you get to meet your candidates earlier in the recruitment process.

To get up and running with Sonru, a one-hour tour of the Sonru system with your dedicated Client Success Manager (CSM) will give you all the skills you need to start creating and sending your first interviews. Our CSM team are on hand to help you set up interviews and to give you best practice advice – they’ve helped hundreds of companies create thousands of interviews across all sectors and role types!

Video Interviewing removes the “human” element of Human Resources

When video interviewing technology was in its infancy, many people believed the automation of early stage selection processes removed the “human” element of recruitment. In reality, video interviewing gives recruiters the opportunity to fully engage a wider range of candidates, from the very start of a recruitment campaign. Enhanced company branding, video introductions, personalised email communication and a simple video interviewing system will greatly improve candidate engagement. Sign up for our upcoming webinar to learn more about the candidate experience of video interviewing: 200,000 Candidate Insights, June 4th.

All hiring managers relevant to the position can be involved in the process at an earlier stage, leading to a higher level of human input, and a very transparent and fair early-stage interview process.

The benefits are limited to corporate recruitment

Although video interviewing was originally designed for corporate recruitment, it’s great to see more and more companies finding new and innovative ways to adopt the technology. Here’s some interesting examples

Asda was the official partner of the Tour Makers for Yorkshire’s Grand Depart and the Tour de France in the UK last year. Using Sonru, they were able “to allow over 4,000 prospective tour makers to showcase their interest and passion”, selecting the very best volunteers for the event.

Platypus Productions is a full service media production company in Cape Town, South Africa. Video interviewing has given them “full control of the casting process” and halved the length of their casting cycle.

In order to get students ready for the working world, the careers centres of many top Universities are giving video interviewing prep classes – proving that video interviewing is here to stay!

Using Video Interviewing could introduce the risk of discrimination / bias

On the contrary, video interviewing leads to further clarity and transparency in the recruitment process. All candidates are asked the same questions, under the same circumstances and time constraints. Completed interviews can be shared internally to get relevant opinions and feedback. As a video interview aims to replicate a face-to-face interview, it introduces no more risk of discrimination or bias. It’s important to have the right company policies and guidelines in place to reduce the risk of both, for current employees and future candidates.

Still have questions? Read about the video interviewing experience of CERN, Perisher, Qatar Airways, Asda and other companies, check out some interesting research in our Knowledge Hub or get in touch with the Sonru team.

Edward Hendrick
Ed holds a Bachelor of Science Degree in Agribusiness & Rural Development and a Higher Diploma in Enterprise Development and Entrepreneurship.

Since founding Sonru in 2007 with the vision of introducing Video Interviewing to mainstream recruitment, Ed has established the organisation as a global leader and one of the top recruitment SaaS companies worldwide.

With numerous accolades to his name such as the Sunday Business Posts ‘Top 40 Under 40’ and IIA Net Visionary award for innovation, Ed is recognised as one of the world’s leading experts in video recruitment technology and is a renowned industry speaker.

With a passion for new technology and how it can be used to make life easier for people in the real world, Ed has been instrumental in shaping the current landscape of the Video Interviewing industry.
Chris Horan
CTO at Sonru
Chris graduated from Trinity College Dublin with an Honours Bachelor of Science Degree in Physics and Computer Science and went on to complete a Postgraduate Diploma in Applied Science in Physics and Computer Science as well as a Higher Diploma in Enterprise Development.

With almost 20 years’ experience in the software engineering and computer science space, Chris has worked with leading technology companies such as Accuris, CAPE Technologies and BearingPoint.

Chris has been at the forefront of Sonru’s product development since the company’s inception in 2007.
Daniel Richard
Managing Director EMEA
Sonru’s Europe MD, Daniel Richard, graduated from Queen’s University, Canada with a Master of Science in Industrial and Organisational Science.

A trained Occupational Psychologist with more than 15 years of sales and consulting experience in multinational recruitment and HR services companies, Daniel leads Sonru’s sales efforts within EMEA, helping to grow its rapidly expanding customer base.

Prior to joining Sonru, Daniel spent 10 years at Oracle Taleo helping to build the company from a small regional start-up to a true industry leader. Daniel has held a variety of sales and consulting positions on various continents, including the US and Europe.
Fergal O'Byrne
Non-Executive Director
Fergal holds a Bachelor of Science in Electronic Engineering from Dublin Institute of Technology and is an experienced Internet industry entrepreneur.

Since founding Interactive Return in 1998, Fergal has been a member of the Board of Directors of IGOpeople.com, WINC, and CCD Limited and was a previous chair of the Project Advisory Group for Fáilte Ireland’s eBusiness Support Initiative.

A recognised influencer within the industry, Fergal has served as CEO of the Irish Internet Association and has published four books including ‘10 Online Marketing and Search Engine Essentials’ and ‘10 Technologies Every Executive Should Know’.

In 2015, Fergal was inducted into the IIA Internet Hall of Fame in recognition for services to the internet industry.
George Pennock
George holds an MA in History from Oxford University and is a previous Partner and Head of Saphir UK at Saphir Capital Partners.

George spent several years with the Goldman Sachs Group as a mergers and acquisitions banker before moving into private equity where he has spent most of the past 15 years. He has served as a Senior Investment Manager and COO at Pi Capital, and worked with Botts & Company Ltd where he made private equity investments in the leisure, publishing, branded goods, retail, and technology sectors.

Having spent the past two decades working with a myriad of talented and unconventional entrepreneurs, investing in everything from online employee benefits platforms to river boats and book publishers, George is passionate about backing exceptional people and interesting businesses and believes that while a mediocre management team can ruin even a great plan, a great management team can make a success of almost any business opportunity.
John Penning
Currently, I am a Director of Sonru, the leading Online Video Interviewing company. Previous career highlights include; CEO of the Irish Internet Association, Chairman of IGOpeople.com and Founder and CEO of Interactive Return. In 2015 I was very honoured to be inducted into the IIA Internet Hall of Fame in recognition for services to the internet industry.
Rodolphe Verhaegen
Non-Executive Director
Rodolphe is currently an Operational Advisor with Digital Ventures in Brussels having previously worked in Ebay, most recently as Director of Customer Innovation.

Rodolphe is an innovative and creative business leader, with a strong interest in technology and agile software development practices. He holds an Masters Degree in Business Information Management and a BA in Business Economics from the Vrije Universiteit, Brussels.
Georges Schmit
Non-Executive Director
A native of Luxembourg, Georges graduated with degrees in Economics from the University of Louvain, Belgium (BA) and the University of Michigan, Ann Arbor (MA). Besides his native Luxembourgish, Georges is fluent in French, English and German.

Georges served the Government of Luxembourg from 1981 to 2016 and throughout most of his career he focused on innovation and technology policy, economic development and trade and investment promotion.

During his time with the Government of Luxembourg, Georges served as Secretary General of the Luxembourg Ministry of the Economy and was a member of several European Union high-level advisory bodies including the European Commission's "Enterprise Policy Group”. He also served as both Vice-Chairman and Executive Chairman of the National Credit and Investment Corporation (SNCI) of Luxembourg.

Georges has served on the Board of Directors of both listed and private companies including the world's largest steelmaker ArcelorMittal, the Luxembourg-based global satellite operator SES, the Luxembourg Post and Telecommunications Company, and the Luxembourg State and Savings Bank, among others. Most recently, he contributed to the design and launch of several major Luxembourg Government innovation policy initiatives and sits on the Luxembourg Government’s Advisory Board on Space Resources.
Daria Polunina
Non-Executive Director
A director at Saphir Capital Partners, Daria holds a Bachelor of Science in Financial Management from the University of Essex as well as a MSc in Finance from Cass Business School. Daria also sits on the board of Molinare and Wine Source Group.

Patrick Sweeney
Non-Executive Director
Patrick holds a Bachelor of Business Studies Degree in Accounting, Management, Human Resources, Marketing and Economics from University of Limerick as well as Masters of Education in Management, Human Resources and Training and Development from University of Sheffield.

For 25 years, Patrick held the position of Human Resources and Public Affairs Director for Aughinish Alumina where he was involved in change management, restructuring and international mergers and acquisitions.

Patrick also undertook many other leadership roles including operations management, training and development and employee relations management. In addition to sitting on the Board of Directors at Sonru since 2011, Patrick has operated his own strategic management and human resources consultancy firm for the past 8 years.