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Introduction
With the digital era in full swing, most companies are now using this method of interviewing to cut down on time spent on recruiting. As much as they promise convenience and efficiency for the employer, they tend to raise considerable concerns with the candidate. For some candidates, including myself, pre-recorded interviews are a big red flag.
Why Pre-recorded Online Interviews Are a Red Flag
- Lack of Personal Connection
- Impersonal Experience: Pre-recorded interviews eliminate real-time interaction, making the process feel cold and mechanical.
- Missed Rapport Building: Candidates miss out on developing a connection with the interviewer, which is crucial for determining cultural fit.
- No Immediate Feedback: Without live interaction, applicants cannot gauge reactions or clarify questions in real-time.
- Employer’s Investment of Time
- Perceived Disinterest: If an employer doesn’t allocate time for a live interview, it may indicate a lack of regard for potential employees.
- Efficiency Over Human Contact: Relying solely on pre-recorded questions might suggest the company prioritizes efficiency over human interaction, reflecting its approach to employee relations.
- One-sided Evaluation
- Limited Insight for Candidates: In a pre-recorded interview, applicants can’t ask questions about the role, team, or company culture.
- Evaluating Company Fit: The interview process is a two-way street. Candidates also need to assess if the company aligns with their values and career goals.
- Technical and Accessibility Issues
- Technology Barriers: Not all candidates have access to quality recording equipment or a quiet environment, potentially disadvantaging some applicants.
- Increased Stress: The format can heighten anxiety, as candidates may worry about technical glitches or perfecting their recordings without guidance.
- Signals About Company Culture
- Overemphasis on Efficiency: A company that prioritizes efficiency over interpersonal relations in recruiting may take a similar approach to managing employees.
- Concerns About Communication: An impersonal initial interaction could reflect how the organization communicates internally.
How to Make Recorded Online Interviews Fairer for Applicants
While pre-recorded interviews have their drawbacks, employers can take steps to make the process more candidate-friendly.
- Share Questions in Advance
- Better Prep: Giving applicants interview questions in advance allows for more thoughtful, complete responses.
- Reduced Anxiety: Knowing what to expect can ease stress, leading to more genuine and confident answers.
- Fair Opportunity: Ensures all candidates have the same chance to showcase their abilities without being caught off-guard.
- Allow Flexible Recording Options
- Self-paced Recording: Letting candidates record and edit their responses at their own pace accommodates different schedules and time zones.
- Editing for Clarity: Mistakes or technical issues can be edited out, allowing candidates to present their best selves.
- Accommodation for Accessibility: This flexibility helps those who may need accommodations, such as individuals with disabilities or limited access to resources.
- Allow for Interaction
- Complement with Live Sessions: Supplementing pre-recorded interviews with live Q&A sessions allows candidates to ask questions and engage with the company.
- Provide Contact Details: Offering a point of contact for inquiries can make the process feel more personal.
- Feedback Mechanisms: Providing feedback helps candidates understand their performance and feel appreciated.
Conclusion
For many job seekers, pre-recorded video interviews are indeed a red flag, signaling a lack of personal investment from the employer. However, by implementing candidate-centric practices—such as sharing questions in advance and allowing flexibility in recording—employers can mitigate these concerns. A fair and accommodating process benefits both candidates and the company, enhancing the employer’s reputation and attracting top talent. Ultimately, bal
