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2017-10-16 17:45
By Duncan Harrison



Online behavior continues to change rapidly, and the content people prefer these days is video. According to Cisco, 69 percent of internet traffic will be video by 2018, while video traffic is expected to grow threefold from 2015 to 2020.

The increase is a global phenomenon and Asia is a growth engine of consumers eager for video content. In Korea, where smartphone use is among the world’s highest, you only have to look as far as the crowded buses and subways to see “sombies,” or “smartphone zombies,” fixated on digital and video content.   

This type of online behavior is not restricted to our entertainment and consumer lives ― it is becoming more prevalent in the professional arena as video interviewing becomes more widely used in recruiting.

While traditional interview methods are not going away any time soon, it is important for companies and recruiters alike to understand that time-reduction, cost-saving and barrier-free benefits will lead to fewer face-to-face interviews.

In recruiting, one-way video interviewing, where the interviewee responds to a set of fixed questions, is an increasingly popular method because it offers quick and measurable benefits to employers, ensures a consistent interview process, provides greater scheduling flexibility and reduces time invested on applicants who do not fit the role.

However, there are, limitations, because recorded responses to advanced questions remove human interaction during the early stages of the application process. Interviewers are also unable to clarify answers during the interview, making it more a monologue than a narrative.

Although this technique lends itself more to finding junior-level talent, it is making inroads in professional and financial services.

With the rise of Generation Z, or people born between 1995 and the early 2010s, acceptance of video interviews is increasing in our screen-dominant world.

At Robert Walters, we increasingly rely on two-way video interviewing to streamline the talent screening process. Our recruiting consultants frequently use video conferencing and consumer apps such as Skype, FaceTime and KakaoTalk because live interviewing tools to engage with candidates is effective while keeping costs down.

Live video conferencing also enables firms to conduct global real-time interviews, allowing the companies to leverage hiring managers across different offices and recruit in multiple countries.

While video interviewing is increasing in popularity, there are still limitations to consider, such as technical disruptions and the need to match schedules.

User participation also remains an issue because some job seekers prefer not to be interviewed by video. Some critics argue that video interviewing can lead to bias in areas such as gender, race and age.

With online behavior changing rapidly, businesses will need to embrace video interviewing because it intersects with company branding, human resource development and recruiting. Emerging video innovations will significantly reduce geographical and financial barriers.

While face-to-face interviewing is still preferred, the broader reach video interviewing has for HR and recruitment offers great opportunities for businesses. 


Duncan Harrison (Duncan.harrison@robertwalters.co.kr) manages Robert Walters Korea, one of the world’s leading specialist professional recruitment consultancies and outsourcing firms.


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