Are video-based job applications the same as video interviews?

Video job applications are a web based, video application or interaction that is the first line of contact with a prospect. This concept is not to be confused with your typical video interview. An automated video job application is a way of pre-screening before the hiring manager even gets involved, whereas a video interview is essentially an interview with a hiring manager OR is a video of just the candidate. The video application uses adaptive questions that allows you and your job applicant to learn about the position and you learn about them.  This does not replace an Applicant Tracking System (ATS); rather it improves the job seeker experience. It is an engaging medium for the job seeker and an excellent tool for the company to communicate how and why they are the employer of choice. The benefits of video-based job applications can be seen in nearly all industries and job titles, all the way from entry-level, high volume recruiting in retail, to the executive level.

With any new technology and paradigm shift there will be questions and unknowns. This blog examines the 5 top benefits of video-based job applications.


Top 5 Benefits of Video-Based Job Applications:

1. Instantly provides feedback
  • Applicant expectations are different today. Most candidates want instant feedback, answers to their specific questions and to interact with technology versus live people. Just look at the increase in phone texts and emails as a primary means of communications.  Candidates also want to get some information based on their needs and interests before they give a lot of personal information. And while reading text messages are good for short pieces of information, watching and interacting with an automated interviewer via the web is much better than the alternative.
2. More cost-effective with strong ROI
  • Not only is it less costly on a direct cost basis, it provides many more benefits that lead to an increased return on investment. Improved time to fill positions, the ability to hire a better quality candidate, improved interview to selection ratios are only a few of the monetary benefits of using this technology.
3. Live person interviews are not necessary for every job candidate
  • Candidates use the internet for scheduling dinner reservations, ordering food, shopping, and much more. They don’t like leaving messages and having to get “called back.” They want instant feedback no matter how it’s delivered versus hearing from an interviewer that someone will get back with them if they qualify.
  • They don’t want to have a live conversation with someone until they are ready. And in fact, right now job seekers have to wait longer to speak with a live person. By the time the specific job is found, the applicant registers on the ATS, completes the application, and waits for it to be reviewed much more time will have passed.
  • Qualified candidates will actually get to speak with a live person quicker than they would have otherwise, and that’s best for the company. The company finds and is able to hire the qualified job candidate much quicker than using the traditional hiring practices because they are not spending time with people that cannot meet the job expectations.
4. It complements an ATS
  • Today’s applicant tracking systems are becoming more and more sophisticated, yet, the basic purpose is to manage the job posting and application process. However, the ATS is not meant to show video, to have active and differential messaging based on the needs of the applicant, to do “active recruiting of passive job seekers,” etc. And in fact, these two systems are very complementary; the automated interview can meet the needs of the passive job seeker which in turn will make it more desirable for them to complete the online application process.
5. Provides value to both candidate and employer
  • With the war for talent, today more than ever it is important to present your brand and employee value proposition to job candidates as early in the talent acquisition process as possible. There is a value on being able to find a higher quality candidate that is not currently looking for a job. There is value in being able to identify high potential candidates very early in the sourcing process and making sure they get to the front of the recruiting line.  There is value in creating an appealing process for the expectations of the “web generation,” and much more.


As online interviewing has become popular, automated, video-based job applications will become much more common in the near future.  They will change the hiring process which has been stagnant for years now.  And they will provide significantly greater value to almost all organizations.

For more information on video-based job applications, click here to view sample demos or to speak with one of our experts..


Related resource: The Ultimate Guide to Pre-Employment Screening

Related blog: Candidate Application Experience: How to Treat Your Candidates Like Your Customers


This blog has been revised. It was originally posted on 3/30/17