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Question for recruiters who have used recorded video screening

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Anonymous

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Question for recruiters who have used recorded video screening

what is the benefit in your opinion? And what do you lose by not having an initial conversation with the candidate?

I recently struggled with completing a recorded prescreen video for leadership position with a reputable company. We were given two minutes to answer each question and two recording chances - with unlimited time to prepare an answer once the question was given, which honestly surprised me. I treated it more like an actual interview and completed it in the thirty or so minutes that we were told it should approximately take. But I sometimes ran out of time when answering, because two minutes isn't much time! I guess I could have spent much more time crafting the perfect two minute answer for each... Which would probably have taken at least an hour or more of time to do.

I know, I know, stop my griping and figure out a way to make it work. But sometimes I wonder how all this technology actually helps anyone.

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  1. Joan Williams, Senior Talent Acquisition Specialist

    These are a hard no from me from both sides of the equation. Refused to do them as a candidate, won't use them as a recruiter.

  2. Anonymous

    I am not a recruiter, nor does my company use this process. So this is going to be strictly my opinion. These are awful, horrible tools. I think companies use these to whittle down the candidate pool.

    Over the last decade, I have participated in these twice. Should I have an opportunity to do so again, I will politely decline and withdraw my candidacy.

  3. Anonymous

    I'll never participate in this; if thru are using a recording, forget it

  4. Anonymous

    i personally hate these. i've never had a good experience with them. as a candidate, i've never done one and found an open, progressive culture on the other side.

  5. Anonymous

    Original poster

    It's a regional nonprofit - I'm not going to post the name. $35M operating budget. I got past the initial resume screen and this was the next step.

    I've encountered this type of interview once before, at a large health care system.

  6. Anonymous

    I had one of these for myself personally I thought it was horrible. I didn’t like being timed. I think the fact that you were pressured by a certain amount of time given distracted the heck out of me, and I found myself not reacting the way I would in a one-on-one conversation over the phone with a real life person, or on a video with a live person versus the recorded person asking questions. I don’t think their productive. I have interviewed thousands of candidates on Skype and zoom and although I was comfortable because I was asking the questions, many of them asked if they could shut the camera off and I was in agreement with that. I’m in agreement with one of the comments here a conversation upfront is valuable compared to making someone uncomfortable on the screen or a video interview

  7. Anonymous

    I had a video interview and it was a similar set-up except the question popped up and we had five minutes to prepare and 3 chances. I did the same thing and treated it like a real interview and got cut off a few times. In my case, at least, it was just a screening. I next talked to a recruiter who actually helped me condense the answers for the hiring manager. I wasn't thrilled though because it felt like they had an opportunity to judge me for my age (in my 40s) much earlier on, but in my case, it was really just a screening tool and didn't have that much impact in the hiring process.

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