As the nature of recruitment has been evolving for the last 20 years with the advancement of technology, the tasks, and responsibilities of recruiters were subject to dramatic change over the years. Since recruiting professionals are able to reach out to many potential candidates with digital and printed job advertisements, digital solutions to reduce the vast numbers of unqualified candidates are becoming invaluable. With the involvement of complex information systems, an increasing number of recruiters are adapting to novel digital technologies to easily gather as much information as possible and reduce the need for expensive and time-consuming practices, mainly in-person interviews, for a vast number of candidates.
A variety of video interviewing software is widely utilized by human resources departments to eliminate the costs and limitations related to the need for the physical presence of candidates. One of the most important advantages of video interviewing software is that they make it possible to expand beyond a small geographical area to identify qualified personnel. Yet, arranging a online interview can be inconvenient and tricky for both parties due to conflicting schedules and different time zones.
Before conducting a physical or video interview, a preliminary interview is sometimes preferred to gather basic information from the candidates on their fitness to a specified role and to filter out candidates in a quick fashion. Yet, the hurdle of scheduling an interview or a phone call can make this type of interview inconvenient. The solution could be utilizing video interviews in which candidates record their answers to prespecified questions by recruiting professionals. As this type of interview can be regarded as a one-way interview, it is most suited for early screening purposes (Costa, 2018). Although the method paves the way to get important impressions of the candidates from structured self-recorded videos from a large number of candidates, extracting as much insight as possible could be very valuable before moving on to more formal one-to-one interview phase. In that point, artificial intelligence technologies could offer valuable insights with natural language and image processing algorithms.
As a maturing field, artificial intelligence technologies are nowadays applied to CV screenings, candidate assessment, and preselection to identify qualified personnel (Verlinden, n.d.). Application of a variety of natural language and image processing algorithms to video interviews would provide valuable insights gathered from the texts and images of the recorded videos. Therefore, combining the video interview method with artificial intelligence technologies can allow recruiting professionals to make better-informed decisions about the suitability of candidates to the job. As an artificial intelligence-supported video interview platform, Linsight provides you many insights and valuable information about candidates in a short time and at a low cost to add value to your business. For more detailed information, visit https://www.linsight.co/.