What are the disadvantages of video interview?

Video interview refers to the recruitment interview behavior of employers and job seekers using computers connected to the Internet, using cameras and headphones to input voice, video and text for real-time communication. Compared with on-site interview, video interview can save time for employers and job seekers and improve recruitment efficiency, but it also has disadvantages. Because in the video interview, the recruiter only sees the portrait of the applicant, which can't be as comprehensive as the traditional interview, and it will bring a lot of errors to the interview work. Let's learn more about the advantages and disadvantages of video interview. First of all, the benefits of video interview

1, improve recruitment efficiency

Cross-regional recruitment can save a lot of travel expenses through video. Traditional recruitment is that job seekers arrive at the employer for face-to-face communication, while video recruitment can directly communicate face-to-face with distant job seekers, and will not give up the interview because of the distance. Video can also transmit video and sound synchronously with each other, so as to know each other in time.

2. Improve the success rate of job hunting.

Because the video interview can instantly transmit the personal image and voice to the recruitment unit, the recruitment unit will have a deeper understanding of the job seekers through the video interview, and the understanding of the job seekers will be further deepened. Video interview can instantly understand each other's advantages, so it will make employment decisions faster and improve the efficiency of job hunting success.

3. Complete the interview without leaving home

More and more employers, college graduates and job seekers are reluctant to travel long distances to attend various job fairs. Video interviews can achieve their intentions through asynchronous video, which can save the cost of job hunting and recruitment.

4. Wide coverage

Video interview can easily extend to every corner of the world. No matter where job seekers are, in which country, they can communicate quickly through video. Video recruitment is an interactive process across time and space, and it is an active behavior for both supply and demand sides. This benign interaction reduces the blind behavior in the recruitment process.

Second, the disadvantages of video interview

1, which is not conducive to inspection.

Compared with offline interviews, video interviews are far less effective than "face-to-face" communication. As an enterprise, it is necessary to examine the overall appearance, expressive ability, adaptability and psychological quality of the candidates in the interview. However, in the video interview, the recruiter only sees the head of the candidate. Although he can hear his voice, it is not as comprehensive as the traditional interview, which will bring many errors to the interview work. To some extent, the examiner needs direct contact and careful observation. Face-to-face direct communication between people is irreplaceable by video interviews.

2, interview scene restrictions

In the recruitment work, we often encounter the phenomenon that hundreds of people apply for a position. Therefore, in order to better screen, employers often use some interview methods such as scenario simulation, group discussion and even game test. However, the existing video interviews are generally "one-on-one" and cannot do this.

3. Lack of credit guarantee

At present, video interviews still lack integrity protection. Video interview can only see a portrait of the candidate, which is one-sided and may be helpful outside the lens range. Similarly, for candidates, facing the cold machine, not knowing the real interview scene and lacking a comprehensive understanding of the company they are applying for, they may also be deceived.

4. There are technical requirements

In addition, the use of video interviews for recruitment will also encounter a series of technical problems, such as complex operation procedures and high requirements for resource allocation.