The Top 8 Best Video Interviewing Platforms - March 2020
The best video interview software, pricing guidelines, benefits, ROI calculations, and more
We’ve updated this guide to reflect the need to circumvent face to face interviews given COVID-19. We hope it allows your recruiting team to stay nimble and keep moving talent through the funnel despite work from home and social distancing protocols.
Are you looking at video interviewing software to decrease the need to meet face to face, and qualify more candidates faster? Video interview platforms can drastically shrink the amount of time your recruiting team spends on screening candidates, as well as your time to fill. Of course, they also mean you don’t have to meet in person.
Our goal with this guide is to save your first 15 hours of research into video interviewing software. At the end, you’ll be able to figure out the ROI from video interview software, avoid the common pitfalls of using these solutions, and get in contact with the best vendors in the space.
We spend hundreds of hours researching the best HR and recruiting software so you don’t have to. We never take money from vendors during our research phase and rely heavily on practitioners and experts to help us recommend the right software. Most of the vendors featured on our site have no commercial relationship with us, we want to feature the best software for our readers regardless. Learn more
We put in the effort to make this guide awesome
62
Hours Researched
.svg)
9
Experts Consulted
.svg)
17
Vendors Reviewed
Featured in
Top Video Interviewing Software
We track thousands of HRTech solutions, these are the best video interview tools per our research and expert council as of March 2020
VidCruiter was one of the first video interview platforms, and has built a robust offering that includes digital interview guides, scheduling automation for video interviews, and a host of other useful modules for recruiting teams that want to use video interviews in their hiring process. Their customer base includes Samsung, Kraft Heinz and KPMG.
Worth Checking Out:
VidCruiter’s suite integrates with all major ATS’s and has dedicated 24/7 customer support with average 1 minute response time. Learn More About VidCruiter
myInterview’s video interview software can be dropped into your existing career site through an easy to implement widget, which means you can be using video interviews in under an hour. Their customers include Facebook, Australia’s Hudson recruitment, British household names P&O Ferries and Ocado.
It’s worth checking out their latest module which uses machine learning to assess candidate answers on the basis of their professionalism, reasoning, etc. MyInterview takes a “glass box” (vs black box) approach to leveraging AI for their hiring analytics.
Worth Checking Out:
MyInterview has a special offering that lets companies get free forever video interview plans. Learn More About myInterview
Spark Hire boasts over 5,000 customers, by far the most of any video interview software company. While many of their customers are small and medium sized businesses, they do have larger enterprise customers including brand names like Volkswagen, Ikea, and BAE, as well as nearly 1,000 staffing agencies. This is a great soluion to get video interviews up and running fast.
Worth Checking Out:
Their solution will save your recruiting team time, while also promoting your employer brand throughout the interview process. Learn More About Spark Hire
AllyO’s recruiting software includes a best in class video interview module along with their scheduling bot, and so much more. Specifically, their video interview platform is great for high volume recruiting. They’ve found show rates for interviews are 30% higher than in person interviews.
Worth Checking Out:
This is a mobile optimized platform for candidates and interviewers. This means managers can pass around an iPad to allow multiple people to interview the same candidate quickly.
RecRight’s video interview platform is designed to help your TA team hire better quality candidates faster, while also decreasing the time they spend on screening candidates by 50%. This is a factor that leads to their 95% applicant response rate. Their customers include Uber, KPMG and many more.
Worth Checking Out:
RecRight has 24/7 support for the candidates who use the system to ensure they have a good experience.
HireVue is definitely one of the pioneers in this segment having started back in 2004. Their founder even had to send cameras out to applicants back then as your typical computer still didn’t come standard with a webcam. Hirevue is mostly known for their presence in the enterprise space with over 700 customers including Intel and Honeywell.
Worth Checking Out:
Check out Hirevue’s assessment technology that incorporates games and technical assessments.
Interviewstream (previously known as RIVS) helps to streamline your recruiting process with one way and on-demand video platforms. They have more than 900 clients from small businesses to enterprise, along with universities and K12 school districts.
Worth Checking Out:
RIVS interviewing scheduling module is like Calendly for interview scheduling and can save your company a lot of time.
OutMatch Video allows recruiting teams to run both on-demand and live video interviews with job seekers, and has available integrations with widely used ATS's like iCIMS, Taleo, and Greenhouse. Their technology can be rapidly implemented, has recruitment branding features, and enables structured, collaborative interviewing across an organization. OutMatch’s live interviewing technology can even support group or panel interviewing. Their customers include 7-Eleven, Panera, and Subway.
Worth Checking Out:
OutMatch Video is part of a broader platform which also include a candidate and employee assessment modules. Nearly 15% of the US workforce runs through this platform every year!
Benefits of Video Interviewing Software
The best video interview platforms allow employers and staffing companies to vet larger numbers of candidates quickly, and spend more time with the best fit applicants. Recruiting teams and hiring managers alike can use live video interviews or asynchronous video interviews as a pre-employment screen to that will streamline the interview process.
In addition to saving time, companies can continue to interview in times when it’s impossible to meet in person. This is especially true with the rise of COVID-19, aka Coronavirus. But, during more normal times in the world, people’s schedules are still busy. Using virtual interviews to vet candidates can be a great way to quickly move applicants through the hiring process. Virtual interviews are sure to evolve in the future with the rise of AI and virtual reality.
In our research, we came across two types of video interviews. First off is what you’d think of as a typical Skype call where two people are talking to each other via video - these are live video interviews. This is great, but we believe the vast majority of the value to recruiters and hiring managers comes from asynchronous video interviews. In asynchronous video interviews, a candidate answers pre-defined interview questions on their own time, and then the recordings of these answers are reviewed later on by a recruiter.
The process that candidates go through can be customized which makes video interview software much more effective than your typical video conferencing solution like Zoom/Skype. This medium of pre-employment testing ensures that more applicants get a chance to answer interview questions that showcase their skills beyond the resume, but that the interview process doesn’t end up taking more time from talent acquisition team/hiring managers.
A lot of the value is in a recruiter’s ability to vet a candidate by watching a few minutes of video, versus spending 30-45 minutes on the phone with a candidate, plus all the time and effort it takes to schedule and reschedule phone interviews. So, it makes sense that most human resources teams looking to augment their hiring platform look to add video interview software. Here are the key benefits that we see to adding video interviewing to your HRTech Stack:
- Video interviews mean that companies can continue to interview despite the COVID-19 pandemic
- Video interview software drastically decreases the amount of time that teams spend screening candidates
- Video screening can be much more effective than a phone screen when evaluating candidates, and lead to more quality in person interviews
- Video interviewing software allows companies to screen more applicants and therefore not pass on candidates due to a lack of time
- Video interviews allow candidates to move through the hiring funnel when their busy schedules don’t allow them to meet in person
- Video interview software can standardize the interview process, and increase collaboration between recruiters and hiring managers
- Standardizing the process means less bias, and better assessments of applicants
- Video interviews mean less time playing phone tag to setup a time to screen candidates
- Screening tools like video interviewing can decrease time to hire as more applicants are let into the talent funnel
- Employers can increase the candidate experience through offering interview tips to job seekers
- Automated email cadences throughout the hiring process allows employers to showcase their employer brand, and set the right expectations with job seekers
- Artificial intelligence is allowing human resources teams to conduct more in depth assessments in an automated fashion
- As SHRM points out, there are many benefits to the efficiency and consistency of your recruiting process from video interviews
Video Interviewing for Staffing Companies
While we are mainly focusing this research on the HR use case for video interviewing, the above vendors serve staffing companies as well, and for good reason. Staffing companies can use video to better understand candidates before presenting them to clients. They can also use the video to show a more human side of a candidate vs just a resume and some notes.
Video interviewing also allows you to ensure you are asking questions which are relevant to your client. This means better alignment, as well as information from the candidate that will allow your client to quickly make a decision on whether or not they want to move forward with a candidate.
Video Interviewing ROI
Most of the value in video interviewing comes from saving time screening candidates and that’s what we focused our ROI model on. Let’s face it, in most cases you know within the first 5 minutes of a phone screen whether or not you want to move someone forward. But, the next 25+ minutes will be spent on the phone with this person no matter what.
Download the Video Interview ROI Calculator
Click HereVideo Interviewing Pricing
Pricing for video interview software can vary depending on the number of seats your company needs, the number of open roles, the number of interviews per month, and the various features/integrations you may need. With all that in mind, we wanted to share a general guide for you to understand what you may pay.
Like any piece of recruiting software, it’s important to pay attention to the unique mechanism that will price the software you are looking at, and how that will change the price you pay over time. For example, you may pay by seat, but have a few hiring managers that want seats in the future which will drastically increase your price. Or, you may pay by video interview (like many pre-employment screening companies do), which may be good/bad for your company depending on what percent of interviews convert to hires in your company relative to others.
Staying Organized
When you’re looking at many different vendors for a given problem, it’s incredibly hard to remember which vendor had which feature. Taking notes is a great idea on any demo. But, we highly recommend going one step further to take notes in a very structured way that doesn’t require a perfect memory when it comes time for decision making on which video interview vendor to move forward with.
The below spreadsheet is designed to provide some sample questions you should think through when looking at video interviewing platforms. More importantly, it provides a foundation that you can modify to ensure you are collecting all of the right information to make the best possible choice for your business.
Video Interviewing, The Candidate Experience
I remember when I first heard about video interviewing. I was working in venture capital, and stumbled upon the category in my search for the next big thing. I thought it was a great tool to save employers time. However, 10 years ago it was somewhat abnormal for a job seeker to be asked to do a video interview and I can remember friends complaining about it.
Fast forward to today, and many people have been through a video interview. It’s no longer foreign. Beyond interviewing, we are all a lot more comfortable with video through social media, as well as business which seems to get done more and more over video.
However, the companies that struggle to get value out of video interviews are mostly failing because they don’t think about the candidate experience. Here’s a pro tip: use the features within these platforms that allow you to set the right expectations for interviewees, and generally humanize this process. You should record welcome videos for interviewees, give tips on how to make good videos, include messages from hiring managers, etc.
One last point here is the use of AI in video interviewing. The rise of artificial intelligence will no doubt enable talent acquisition teams to do a lot more. Yet, given how nascent these systems are, it’s important to make sure you understand how any automated screening is happening, and double check the software’s logic with a human. This will allow your team to hire the best people, and stay away from any compliance issues.
Last Advice On Video Interviewing
Video interviewing can be a very powerful part of your HRTech stack. This is especially true for high volume roles where you’re spending a tremendous amount of time doing phone screens. While on demand interviewing can drive ROI from decreased time spent on phone screens, it can also increase your hiring outcomes by allowing you to better understand who a candidate is before making a decision on whether or not to hire them.
However, it’s worth noting that you should have a well defined strategy around how you will introduce the concept of video interviews to your candidates, and set expectations for their experience as well as how this content will be used. Companies who simply send candidates a link to take a video interview are not going to be successful.
That’s it! Are we missing something on this page? Let us know and we’ll research it for you! Better yet, join our expert council and lend your expertise! We rely heavily on the thoughts on forward thinking People professionals to help us put together useful and unbiased research.
Best Video Interviewing Platforms
That's it! If you enjoyed this guide and got value out of it, please give us a shoutout on Twitter, or LinkedIn -we'd love to hear from you. And, if you think we're missing something on this page, let us know and we’ll research it for you!
If you're a TA or HR pro, think about joining our expert council and lend your expertise! We rely heavily on the thoughts on forward thinking People professionals to help us put together useful and unbiased research.
The latest from our Blog
Benefits of Using an HRIS
Here are the key benefits of using a human resource information system (HRIS).
Finding the Right Technology Solutions in a Post-Coronavirus World
Here are some practical tips on how to think through your HR tech stack post COVID
5 Tips to Restarting Your Company’s Operations Post-COVID-19
Here are some tips as HR and People teams start to think about re-opening offices in post COVID-19