Video Screening vs. Video Interviewing: What’s the Difference and When to Use Each
Video Screening vs. Video Interviewing: Choosing the Right Tool for Your Hiring Process
In today’s fast-paced hiring world, video has become a game-changer. Whether you’re looking to quickly narrow down a large pool of applicants or dive deep into a candidate’s experience, video can help you do it more efficiently and effectively. But with so many tools at your disposal, it’s easy to get confused. Two of the most common methods—video screening and video interviewing—might sound similar, but they serve different purposes in the hiring process. So, what’s the difference, and when should you use each? Let’s break it down.
What Is Video Screening?
Video screening is like the appetizer in your hiring process—it’s the first taste of what a candidate has to offer. In a video screening, candidates respond to a set of pre-recorded questions on their own time. There’s no live interaction, just the candidate recording their answers and sending them your way. This method is perfect for getting a quick sense of a candidate’s personality, communication skills, and cultural fit before you invest time in a full interview.
When to Use Video Screening:
Early in the Hiring Process: Video screening is ideal for the initial stages of hiring when you need to sift through a large number of applicants quickly. It allows you to filter out candidates who don’t meet your basic requirements or who don’t have the right personality for the role.
For Customer-Facing Roles: If you’re hiring for a position where personality is key—like in retail, hospitality, or customer service—video screening helps you see if candidates have the charisma and communication skills to shine in the role.
When Time Is of the Essence: With video screening, you can review responses on your own schedule, making it a time-efficient way to assess candidates.
What Is Video Interviewing?
Video interviewing, on the other hand, is more like the main course. It’s a live, two-way interaction where you and the candidate can engage in real-time, just like in an in-person interview. Video interviews are conducted through platforms like Zoom, Microsoft Teams, or Google Meet, and they allow for a deeper dive into a candidate’s experience, skills, and suitability for the role.
When to Use Video Interviewing:
Later in the Hiring Process: Video interviews are best used when you’ve narrowed down your candidate pool and are ready to explore their qualifications and fit more thoroughly. It’s the step before or in place of an in-person interview.
For Technical Roles: If the role requires specific technical skills or problem-solving abilities, a live video interview allows you to ask more complex, on-the-spot questions and gauge how the candidate handles pressure.
To Gauge Interaction Skills: Live video interviews give you a chance to see how candidates interact, think on their feet, and engage in a conversation—key skills for roles that require collaboration or customer interaction.
Key Differences:
Interactivity:
Video Screening: Non-interactive, with candidates answering pre-set questions alone.
Video Interviewing: Fully interactive, with real-time engagement between you and the candidate.
Purpose:
Video Screening: A tool for initial assessment and filtering.
Video Interviewing: A deeper, more comprehensive evaluation of a candidate’s fit.
Timing:
Video Screening: Can be completed by candidates at their convenience, with responses reviewed when it suits you.
Video Interviewing: Requires scheduling a specific time for live interaction.
Efficiency:
Video Screening: Quick and scalable, allowing you to screen many candidates in a short period.
Video Interviewing: More time-intensive, suitable for final rounds with fewer candidates.
Which Should You Choose?
The answer isn’t one or the other—it’s both, depending on where you are in the hiring process. Start with video screening to quickly identify candidates who meet your basic criteria and show potential. Then, move to video interviewing to dive deeper into their qualifications and ensure they’re the right fit for your team. By using both tools strategically, you can streamline your hiring process, save time, and make smarter hiring decisions.
Understanding the differences between video screening and video interviewing is key to optimizing your hiring process. While video screening helps you cast a wide net and efficiently filter through candidates, video interviewing allows you to build on that foundation and make informed, final hiring decisions. Use them together, and you’ll be well on your way to finding the perfect fit for your team.