6th March 2025
Only 60% of hiring managers across the UK are actively using video interviews during their recruitment process.
Whilst, at face value, this might be an acceptable statistic – at least it’s over half – this also leaves a gap where thousands more businesses could be benefiting from digital HRM.
In a world where the majority of households have, at the very least, a computer or mobile phone, or are just a short trip away from a local library, video interviews have become an incredibly accessible option for many.
How?
They are:
In industries ( such as technology) that are already facing candidate shortages, video interviews could help you expand your talent search, increase DEI, and fill critical positions.
£150.
If you were to get on a train next month on a regular working day – at 6 am – that’s roughly how much it would cost you for a non-refundable return ticket (without a railcard) to go from Leeds to London, where many head offices reside.
Then, you might need to buy food for lunch, pick up some professional shoes to replace your trainers, and grab a tube pass for the day so you can get around. Pretty soon, the cost is adding up.
For some, the expense can be reasoned.
If you’re at a decent point in your career with a reliable income, spending the money for a one-off occasion to attend an interview might be a worthy investment. After all, you could be finishing the day with a new title, a better salary, and an exciting career path to follow.
For others, though, paying over £100 is just not feasible.
Even if they took a coach, walked everywhere, skipped lunch (or brought one from home), and already owned all the appropriate interview attire, pulling together that sort of money might not be possible.
That means, every time you ask someone to travel for an in-person interview, you severely disadvantage candidates from low-income backgrounds, who might have to pass up the opportunity.
This could devastate your success in building a diverse team, where a high percentage of poverty-stricken households across the UK are Bangladeshi, Chinese, Pakistani, and Black.
That’s not all.
Now, imagine you are physically disabled and being asked to travel across the country, tackling multiple trains and stations, only to arrive at an office that isn’t wheelchair accessible.
Or, imagine you have anxiety and have to walk through the busy streets of an unknown city.
It’d be frustrating, but, more than that, it would be hurtful. You might be exposed to prejudice by the hiring manager who decides that you wouldn’t be a good fit for the job, despite your host of qualifications and experience.
Why should it matter? The position was remote, anyway.
Luckily, there are plenty of options available to you for conducting interviews in a way that benefits your prospective candidates and helps you hire a more diverse and inclusive team.
Alongside Zoom and Skype, there are plenty of other digital tools you can use to conduct video interviews, automate reminders, and enhance your recruitment experience. One such example includes SparkHire.
Instead of suddenly surprising a candidate with an interview on a platform that they don’t have an account for, be sure to give your candidates plenty of time to set up an app should they need one. This might also give them the chance to book a slot in the library or visit their friend’s house for better internet.
If you encounter issues when arranging the video interview, be kind and considerate in making accommodations. For example, someone who is clinically deaf might appreciate an interpreter joining the call and translating your questions into sign language.
Finally, be mindful of bias when hosting interviews, and keep an open mind as you select candidates. Ask clear questions and give your prospective employees time to think over their answers, especially if English is their second language.
Alternatively, for a little extra guidance, reach out to the recruitment experts at Ross Clifford & Associates.