Deferred video recruitment is emerging as an innovative and promising solution for employers and human resources professionals.

The recruitment process plays an essential role in a company’s success and growth. Recruiting competent, motivated talent is one of the fundamental pillars for achieving an organisation’s strategic objectives.

But traditional recruitment methods can be time-consuming and ill-suited to today’s business needs, particularly when it comes to selecting the best candidates from a large pool.

This is where the concept of video-delayed recruitment opens up new possibilities when it comes to shortlisting candidates, by allowing recruiters to view video recordings previously made by applicants. This approach offers unrivalled flexibility in interview management, while bringing a number of benefits and challenges that need to be explored.

Deferred video recruitment: what is it?

Deferred video recruitment, also known as asynchronous video interviewing, is a new approach to the candidate selection process. Unlike real-time interviews, where recruiters and candidates meet virtually or in person at a specific time, video-delayed recruitment allows candidates to answer a set of questions predefined by the employer via video recordings.

The process is simple: recruiters send candidates a series of video questions which they must answer by recording their answers on video. Candidates generally have a set period of time in which to record their answers after receiving the questions. Once the video recordings have been submitted, recruiters can view, assess and compare the candidates’ responses according to their own timetables.

Growing popularity in the world of recruitment

Over the last few years, recruitment via video delay has become increasingly popular in the world of recruitment. This trend can be explained in part by the changing expectations of candidates and recruiters.

On the one hand, candidates are looking for faster and more flexible recruitment processes, enabling them to better reconcile their job search with their busy schedules.

On the other hand, recruiters are looking to improve their efficiency while identifying the best talent in a fairer, non-discriminatory way.

In response to these needs, companies both large and small have adopted deferred video recruitment as a complementary tool to their traditional recruitment processes. Recruitment software, such as our Jobaffinity recruitment software, has played a key role in this evolution, offering a user-friendly and secure platform to facilitate asynchronous video interviews between candidates and recruiters via partnerships set up with dedicated platforms (such as our partner). Visiotalent, which can be directly integrated into our recruitment software).

But what are the advantages and disadvantages of a deferred video interview? Let’s take a look.

The benefits of recruitment by video delay

Recruitment by video-recording offers a multitude of advantages for both employers and candidates. In this first part, we look at one of the main advantages: the flexibility of the calendar.

Flexible scheduling

One of the common problems in the traditional recruitment process is the difficulty of planning interviews that suit both recruiters and candidates. The busy schedules of both parties can lead to delays in decision-making, prolonging the selection process. However, thanks to deferred video recruitment, this problem has been greatly reduced.

Candidates applying for a job may be currently in post, have academic commitments or other responsibilities that make it difficult to take part in real-time interviews. Video-delayed recruitment allows them to choose the best time to record their answers to predefined questions. In this way, they can organise themselves according to their availability, which reduces the stress associated with scheduling interviews and improves their application experience.

Reduce planning constraints and time zone differences for international applicants.

When a company is looking for international talent, coordinating interviews can be a real headache because of the differences in time zones. Real-time interviews often require difficult adjustments for candidates based in other countries, which can be a source of frustration. Deferred video recruitment eliminates this geographical and time barrier, allowing candidates from all over the world to participate in the recruitment process without worrying about scheduling constraints or time zone differences.

Take the example of a company based in Europe looking to recruit a software developer with specific expertise in Asia. Thanks to deferred video recruitment, the company can send interview questions to the Asian candidate, who can record his or her video answers at his or her own pace, according to the hours he or she is available, without having to worry about jet lag.

You could also imagine a company looking for trainees for international programmes. Deferred video recruitment allows student applicants to record their answers during the holidays or after classes, making it easier for them to take part in the selection process while respecting their academic calendar.

The flexibility of timing offered by time-shifted video recruitment means you can attract a wider range of potential candidates, including international talent, while improving the overall candidate experience during the recruitment process.

Fairer evaluation of candidates

Another major advantage of video-recorded recruitment is the ability to carry out a fair and unbiased assessment of all candidates. This approach eliminates the unconscious biases that can influence recruitment decisions and gives every candidate an equal opportunity to demonstrate their skills and experience.

In traditional recruitment processes, recruiters can be influenced by unconscious prejudices which can lead to unfair recruitment decisions. This may be linked to the appearance, age, gender or other personal characteristics of candidates. With deferred video recruitment, all candidates answer the same questions under similar conditions, reducing some of the potential bias. Recruiters can focus on assessing skills and qualifications rather than subjective characteristics.

Sometimes, from one interview to the next, certain questions are forgotten, passed over too quickly, sometimes for certain interviews, the recruiter or recruiters are tired, rushed, stressed for one reason or another. This will obviously have an impact on how candidates feel and behave. Deferred video avoids this.

Promoting diversity and inclusion

Diversity and inclusion are key elements of a successful and innovative company. Deferred video recruitment promotes diversity by giving each candidate the chance to showcase their skills, knowledge and experience. Candidates can express their potential without being influenced by external factors such as their origin, gender or accent. This enables employers to broaden their talent pool and open up to a variety of profiles, thereby enriching the corporate culture.

Take the example of a candidate with a regional accent or ethnic origin different from that of the recruiter. In a real-time interview, it is possible for the recruiter to be unintentionally influenced by these linguistic or cultural characteristics, and for the candidate to feel this. With deferred video recruitment, candidates can express their skills and experience without these external factors coming into play, allowing a fairer and more impartial assessment of their qualifications.

We can also imagine a candidate looking to re-enter the job market after a career break for personal reasons. In a traditional interview, it may be difficult for this candidate to explain his or her career move in a convincing way. Recruitment by video-recording gives them the opportunity to carefully prepare their answers and to highlight their skills and motivation, enabling recruiters to better assess their potential without being influenced by their work history or the stress factor that this can generate. Not all jobs require you to be able to improvise clever answers.

Reducing recruitment time:

Time is a crucial factor in the recruitment process, as long delays can lead to the loss of qualified candidates and additional costs for the company. Deferred video recruitment offers significant advantages in terms of the speed and efficiency of the selection process, thanks to the possibility of viewing videos at any time and in any place.

With deferred video recruitment, recruiters are no longer limited by time or location constraints when assessing candidates. They can access the video recordings at their convenience, whether they are in the office, on the road or even teleworking from home. This allows recruitment managers to manage their time more flexibly, adapting to other priorities while continuing with the selection process.

What’s more, candidates also have the option of submitting their video responses at any time, meaning they don’t have to rush to meet strict deadlines. This flexibility reduces stress for candidates and improves their overall application experience, especially if it avoids the need for candidates to travel long distances if they are applying for a job away from home…

Reduce the number of face-to-face interviews by pre-selecting the most suitable candidates

In traditional recruitment, there are often many face-to-face interviews, as it is difficult to determine the best candidate on the basis of a simple CV or cover letter. However, recruitment by video-recording allows recruiters to carry out a more rigorous pre-selection process by evaluating the candidates’ video responses.

By examining video recordings, recruiters can quickly identify the most suitable candidates for the job, focusing only on those who best match the defined criteria. This considerably reduces the number of physical interviews required, saving time and resources for the company.

Once this pre-selection has been made, it will be time to see “in person” or live by video, only those candidates who have really caught the recruiters’ attention.

Let’s say a company is looking for a project manager for an urgent project. With video-recorded recruitment, candidates can record their answers to project management and problem-solving questions. Recruiters can then view the videos at their convenience and quickly identify candidates with the skills and experience needed to complete this crucial project, reducing the time taken to recruit.

You could also imagine a company looking to hire a salesperson with exceptional negotiating skills. Candidates can record examples of their sales and negotiation skills in their video responses. Recruiters can then evaluate these videos to shortlist the best-performing candidates, reducing the number of face-to-face interviews they need to organise.

The disadvantages of delayed video recruitment

Recruiting via deferred video has many advantages, but there are also a number of disadvantages to consider. one of the most important: the loss of human contact.

Loss of human contact

When interviews take place in real time and face-to-face, recruiters and candidates have the opportunity to create a personal bond, feel each other’s energy and gain a better understanding of the company culture. Recruiting via delayed video can limit these face-to-face interactions, which can affect the perception of company culture and the quality of engagement.

When candidates record their video responses without interacting directly with a recruiter, they may find it difficult to capture the atmosphere and dynamics of the company. The lack of human contact can make the application experience more impersonal and emotionless. Recruiters may also find it difficult to assess certain aspects of the candidate, such as non-verbal communication or the ability to integrate into the company culture.

Although video delayed recruitment can lead to a loss of human contact, it is possible to overcome this limitation by adopting certain practices to maintain engagement and interaction throughout the recruitment process.

1. Introductory videos: Ask recruiters and team members to make introductory videos for candidates. This allows candidates to get to know the faces and voices of the company, while offering an insight into the culture and working environment.
2. Complementary real-time interviews: After shortlisting via videos, organise real-time interviews with the most promising candidates. This provides an opportunity to dig deeper into their answers and better assess their fit with the company.
3. Online communication platforms: Use online communication tools, such as video chats or video calls, to establish more direct contact with candidates. This allows for more dynamic exchanges and better mutual understanding once the pre-selection has been carried out by deferred video.
4. Face-to-face days: If possible, organise face-to-face days for finalists, where they can meet the team, visit the premises and get a feel for the company atmosphere. This will enable candidates to better project themselves in their future working environment.

Difficulty assessing social skills

While video delayed recruitment offers many practical benefits, it can present challenges when it comes to assessing certain crucial social skills in candidates. In fact, certain key skills such as oral communication, stress management and the ability to work as part of a team are better assessed during real-time, face-to-face interactions. For some jobs, these factors are essential.

Oral communication is essential for many jobs, particularly those involving frequent interaction with customers, business partners or colleagues. The ability to express ideas clearly, to asking relevant questions and listening carefully is difficult to assess from a pre-recorded video alone. Similarly, stress management, which is crucial in demanding work environments, is better assessed during real-time interviews, where recruiters can observe candidates’ reactions to difficult questions.

Although video-recorded recruitment may have its limitations in assessing social skills, it is possible to combine other methods to obtain a more complete assessment of candidates. Here are some complementary approaches:

1. Real-time interviews after shortlisting: Hold live video interviews to specifically assess the social skills of the most promising candidates. Face-to-face interviews allow recruiters to observe candidates’ interactions, body language and communication skills in real time.
2. Case studies or practical exercises: Offer candidates case studies or practical exercises that simulate real work situations. This will allow us to assess their ability to solve problems, work in a team and manage stress in a simulated professional environment.
3. Professional references: Contact the professional references provided by candidates for further information on their social skills and previous performance.
4. Assessment center : Organise assessment centres where candidates take part in a range of interactive, group-based professional activities; This provides an in-depth insight into their social skills, leadership and behaviour in group situations.

Technology risks:

The use of deferred video recruitment technology involves potential risks associated with technical problems that may arise during video interviews.

Technical problems such as sound or video encoding problems can disrupt the interview process and affect the quality of the assessment. In addition, some candidates may not be familiar or comfortable with the technological tools used for video interviews, which could create a feeling of anxiety and impair their performance.

Finally, not everyone has the equipment needed to take a good video, and this will have an impact on how different candidates feel if one has filmed from a poor angle, with a low-quality camera and resonant sound, while another has a good webcam and quality microphone.

Choose a reliable platform and carry out tests to avoid technical problems

To minimise the risks associated with the technology, it is essential to use a reliable and proven deferred video recruitment platform, such as our partner Visiotalent. Companies should choose recruitment software that offers a user-friendly interface, connection stability and technical support when needed.

In any case, before launching the deferred video recruitment process, it is a good idea to carry out simulation tests with potential candidates to ensure that they are comfortable with the tools used and to resolve any technical problems beforehand.

You can do the test in-house with your colleagues for mock interviews to determine a few key points to remind candidates of along with the questions they need to answer. We’ve put together a short list for you, but don’t hesitate to add any points you think are important :

1. Choose a good location: Find a quiet, well-lit place to record your video responses. Make sure the background is neutral and free of distractions so that recruiters can focus on you and your skills.
2. Do a sound test: Record yourself speaking at the location of your choice and listen to the recording again, you need to avoid echoes or extraneous noise. Remember to close your windows and if there is too much echo in your room, simple sheets on an out-of-focus rack and fabric on the floor can reduce sound dispersion.
3. Position the camera correctly: Position the camera so that it is at eye level. Avoid filming too close or too far away, so that your face is clearly visible without being too intrusive.
4. Prepare a background plan: Practise your answers before you start recording. Having a clear plan of what you want to say will help you to be more confident and convey your ideas concisely.
5. Tailor your presentation: Dress professionally as if you were going to a face-to-face interview. A well-groomed appearance will make a good impression on recruiters.
6. Avoid distractions: Turn off notifications on your phone or any other device that could cause interruptions during recording. Make sure you concentrate completely on your answers.
7. Take your time: Don’t hesitate to take a few moments before answering each question to think and prepare your answer. Time-shifted video gives you this flexibility, so take advantage of it to provide thoughtful, well-articulated answers.
8. Be authentic: Be yourself and let your personality shine through in your answers. Recruiters value authenticity and are looking for candidates who fit in with the company’s culture.
9. Meeting deadlines: Make sure you submit your answers by the deadline; Don’t leave registration to the last minute to avoid stress and last-minute technical problems.
10. Review and correct: Before submitting your answers, take the time to review and correct them if necessary. Make sure they are clear, concise and free of elocution and grammatical errors.

Deferred video interviewing: a good solution, but not enough on its own.

Deferred video recruitment, with its innovative concept of asynchronous interviews, offers numerous advantages to employers and human resources professionals. By allowing greater scheduling flexibility for candidates, promoting a fairer assessment of skills and by reducing recruitment time, this approach has won over many companies looking for skilled talent.

However, as with any recruitment method, there are also a number of disadvantages to recruiting via video. The loss of human contact and the difficulty in assessing certain social skills can be challenges to overcome. However, by combining real-time interviews, case studies and professional references, companies can obtain a more holistic assessment of candidates.

Recruitment via video-on-demand represents a positive development in the world of recruitment. Its judicious adoption, as a complement to traditional methods, can enable companies to broaden their talent pool, speed up the selection process and improve the overall candidate experience.

By bearing in mind the advantages and disadvantages of this approach, companies can maximise the opportunities it offers while mitigating the potential challenges. By remaining open to innovation and adapting their recruitment strategies, they will be better prepared to attract and retain the best talent, contributing to their long-term success and growth.

It’s an excellent addition to your recruitment methods.