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How to Convince a Combative Hiring Manager to Change


Hiring-Manager(Editor’s Note: Some readers found the previous statistic that provided on virtual interviewing usage to be misleading. Since then we have updated the stat and source to be as accurate as possible. Thank you for your understanding.)

We all have routines. These daily and weekly routines can be hard to break or even change. Recruiters love the concept of video interviewing replacing traditional interviews, but it can be tough to get the hiring manager on board. While video interviewing saves more than time, money, and effort, hiring managers may balk at having to change their routine. What they don’t know is that using video interviews over traditional interviews enhances employer brand and candidate experience. Therefore, to help you pitch the idea of implementing video interviewing technology into your hiring process, we have compiled some possible reactions you may be faced with along with some great responses.

“It is too expensive.”

Video interviewing is a much more cost-effective way to process potential candidates. Compared to traditional interviewing, 85% of hiring managers say video screening is more cost-effective. The platform is the only cost of the interview; a platform that can be used for numerous candidates. Traditional interviewing, on the other hand, carries the expense of travel and time. Video interviewing saves that, too. In fact, 88% of hiring managers say it reduces time-to-fill. All recruiters have to deal with is time-to-fill, and it’s usually from irate hiring managers who are overworked. Video interviewing provides employers with the opportunity to consider global talent, connect with more targeted candidates, and screen out unsuitable candidates more quickly, increasing the time-to-hire so both recruiters and hiring managers win.

Video interviewing saves on costs that can be used to augment other projects.

“I don’t have time to learn how to use a new platform.”

The vast majority of hiring managers feel virtual interviews are easy to conduct, 76% to be exact. It is similar to a face-to-face interview, only through the desktop or mobile device. Video interviewing allows hiring managers to decode 93% of the candidate’s communication through body language. Candidates still use the same interpersonal communication skills, but it allows the interviewer to see body language from a distance. So, they won’t be learning new interviewing skills, just the method of the interview. From the  to desktop, it is designed to be simpler.

Video interviewing ends up being more convenient for you and your candidates.

“ How does this make me better at my job?”

Currently, a survey found that more than six out of 10 human resource managers at companies with 20 or more employees have used video interviewing. It is clearly a growing trend in the field of HR technology. Staying on top of modern technology attracts innovative talent.  Near obsolete methods deter candidates from outdated companies. The most advanced companies in the world use a video interviewing service. It shows trending company innovation. That’s how they are attracting and hiring the best of the best including tech talent and engineers.

Video screening makes the company stand out to a higher quality of candidates.

“I don’t want to turn off candidates.”

Some surprising things happen when you become one of the six out of ten. The company gets more attention from potential candidates. So what does this mean? It improves employer branding. Employer branding dictates the candidate experience, determining whether it is positive or negative. At least 70% of companies send their candidates through mazes to search for career opportunities, resulting in poor employer brand.

The interview process strikes fear in 92% of job seekers. Video interviews ease this stress so recruiters and hiring managers see the candidate beyond their anxiety. Sometimes it is the stress of the interview environment. Removing the stressful environment will ease the candidate as well as the hiring manager. Not to mention, it’s just more convenient for your company as well as the candidate. Most video interviewing companies offer FAQs and tech support, so no one is left in the dark. Both sides of the camera only need an interview space set up to be camera ready. There is no need to arrange a meeting space. Video interviewing is convenient for the candidates and the hiring managers.

Video interviewing shows you care about the convenience and cultural fit for the candidate.

Join the rise of technology in the HR space. Consumer and employer brand will fade if budding technology isn’t embraced. If that’s not enough reason to convince your hiring manager, tell them what other hiring managers think:

  • 85% of hiring managers say it’s more cost-effective
  • 88% of hiring managers say it reduced time-to-fill
  • 6-out-of-10 of hiring managers use video interviewing technology
  • 74% of hiring managers say it makes their jobs easier
  • 76% of hiring managers say it’s easy to use

Need even more proof to show your hiring managers? Check out our…. GreenJobInterview’s 2014 Virtual Work Survey!
Photo Credit: noii’s via Compfight cc

A 20-year veteran of the recruiting industry, Greg Rokos provides strategic direction for GreenJobInterview® and is responsible for marketing its video interviewing solutions through client meetings, conferences, speaking engagements and key channel partnerships.