At least that was the case. And from that, a recruiter could learn some basics (provided they were true/accurate), but they wouldn’t actually get to know the person until the application process. And sometimes it’s the willingness to work, your eagerness, curiosity, and integrity that are invaluable, while the skills can be taught and trained.
Well, thanks to video applications, this is about to change. Video applications aren’t anything new or groundbreaking, but it was VERY uncommon. Today, with lots of easy-to-use and readily available tools, this is changing.
Thanks to remote hiring, recruiters can now do several things at once, which would otherwise be impossible and would require multiple steps. This would lead to wasted time, more resources spent, and the loss of some high-quality potential employees, simply due to bad judgment calls, or because they went for another job since the recruitment process dragged on for too long.
Well, while video format is EXTREMELY useful for recruiters and the benefits are too many to count, we’ll focus on the 5 main reasons, and how they change the game entirely.
1. Video Brings Personality & Soft Skills
A resume is supposed to show what a candidate has achieved so far. A video, on the other hand, can show who they are. Hiring managers often aren’t able to assess soft skills (e.g., communication, teamwork, problem-solving, adaptability, time management, leadership, critical thinking, creativity, etc.), and personality traits (e.g., optimism, confidence, integrity, empathy, assertiveness, open-mindedness, patience, etc.) from paper applications, especially for positions that involve communication, leadership, or client contact. Video applications bridge that gap perfectly.
Watching a candidate who’s speaking about their background and motivations reveals tone, confidence, and communication style. That helps recruiters to make more informed hiring decisions.
This extra layer of transparency is especially valuable for high-volume hiring scenarios, where separating candidates as quickly as possible is crucial.
2. Effective Pre-Screening
The typical phone interviews are very time-consuming, because the recruiter needs to be present and they’re individual. It takes a lot of effort, time, and resources to handle, especially if you’re going through a substantial number of candidates.
Pre-recorded video applications change the. Recruiters can more quickly analyze them. But they can also go through them when they have the time for it. They’re pre-recorded – they aren’t going anywhere. Asynchronous video tools allow candidates the option to respond to pre-set questions within a time limit.
This approach makes it easier to manage time for both candidates and recruiters, reduces back-and-forth emails, and speeds up shortlisting for both sides. Recruiters can review responses in batches, compare candidates more efficiently and focus on key qualities.
Using a link to video converter helps HR teams turn existing job descriptions into simple video content – no manual shooting/editing required. This approach saves time and budget, making it easier to integrate video into the hiring process without adding to the workload.
3. Gen Zers & Millennials Use Video
Younger job seekers are already quite comfortable expressing themselves via video. TikTok, Instagram Reels, and YouTube apps have impacted how people interact, and for younger ones, it is the easiest way of self-expression.
According to a 2023 study conducted by Yello, over 60% of Gen Z job applicants indicated they'd prefer to attach a video to their application.
For recruiters looking for entry-level applicants, offering a video submission option is a compromise. It also shows that the company is open to innovative technology and electronic literacy, qualities/traits Gen Z values in potential employers.
4. Video Helps Lower Bias
Recruitment bias is a constant problem, and it might seem like video can make it even worse. But when it’s applied within structured systems, it can actually enable more balanced hiring.
Here's how:
- Standardized questions for all the candidates ensure every candidate will be treated and evaluated equally (by recruiters).
- Rubrics for evaluation enable reviewers to concentrate on particular competencies instead of appearance or background.
- Recorded answers can be easily accessed by multiple team members, minimizing individual bias.
These layers of transparency allow hiring teams to develop a consistent review process.
5. Video Supports Employer Branding
When applicants experience a video-first application process, it also gives them a chance to see what your company is like; they get to interact with your brand and form a general opinion about the workplace. Seeing a short video introducing the team, a visual explanation of the role, or an interactive Q&A video helps candidates to see the employer as a person, not just as a role deciding on their job application.
When they hear real stories and understand what day-to-day life is like at the company, they feel more connected. This leads to better engagement, higher completion rates, and more positive impressions, even for those who don't get the job.
HR personnel can also use video to provide feedback or instructions, so that the hiring process doesn't feel too transactional. Tools that enable you to convert static pages into video help make this scalable – especially for teams handling high-volume recruitment.
Conclusion
Video job applications and video being used in the recruitment process in general are already here, and it’s here to stay. Until technology enables us to take this to the next level, anyway.
This format made some big-time changes in how firms are hiring, but also how candidates want to be seen. Recruiters are getting to know the real YOU by getting more insight into not only your skills, but your personality and how well you communicate. This opens up so many doors, which were previously unavailable, because today you can recruit a hire based on willingness to work and how well they’re handling themselves.
Because even if they don’t have the required skill set, or some candidates might have better skills – skills can be taught. Personality, integrity – can’t.
