Recruiters today don’t have the time to personally sort through hundreds of resumes for a single position, let alone coordinate interview scheduling with every potentially qualified candidate. Automated screening relies on the quality of a candidate’s resume and the presence of certain keywords and information to even get the attention of a live recruiter. Video screening levels the playing field and offers companies to select from a wider and more diverse range of candidates in a fraction of the time. Video interviews are not dependent on scheduling and ensure the same experience for all applicants. They provide valuable insight to the applicant and allow an apples-to-apples comparison with the use of a structured format and consistent questions.

Video screening is predominantly used in the early stages of recruiting to quickly identify whether a candidate is a potential fit. Companies of all types and sizes benefit due to the convenience, customizable features and accessibility from various platforms.

We’ve found that the majority of applicants will complete their interview within the first 48 hours. Beyond that, chances are that email could be buried in a sea of advertisements and low-priority communications. We recommend sending an automated reminder after 48 hours if an interview has not been initiated. Multiple reminders can be sent at your discretion.

Questions will vary depending on the position and specific requirements. The best approach is to determine exactly what information you want to gather through this process. This is generally a combination of several components including technical knowledge and experience, domain knowledge relevant to the industry or specific company, and job-critical skills such as leadership, problem solving, decision making, communications, empathy and other soft skills. This is why we have provided an extensive library of questions to choose from and the ability to create your own.

Similar to a face to face interview, video screen candidates may be nervous at first. Video questions should be well-prepared and carefully worded to ensure the candidate clearly understands and is at ease in providing a recorded response. The interview can also include text and multiple choice questions for variety and to assess written skills and knowledge. We suggest not exceeding 10 questions in total.

We do not recommend exceeding 10 questions per interview.

There is currently no limit on the number of questions you can configure.

Up to 60 seconds

Up to 180 seconds

We recommend offering some flexibility as external factors can compromise audio and video quality and comfort levels with the video experience can vary among candidates. Candidates can re-record an unlimited number of times until they save and proceed to the next question. At that point, they cannot go back.

By default, our software does not allow re-recording of a response once the candidate has proceeded to the next question.