However, while there is openness to remote hiring, only a fifth (20%) of employers agree that virtual interviews are the most effective way of identifying the best professional for a job.
Lucy Bisset, Senior Director – at Robert Walters North, comments, “Before the pandemic, virtual hiring was only used in rare cases, such as for remote roles or positions based in different countries. Today, despite doubts over the overall effectiveness of virtual interviews, four out of ten employers say they would hire someone they hadn’t met in person.
“Employers are navigating various obstacles, with recruitment strategies shifting under the pressure of persistent skills shortages, time constraints and tighter budgets.”
Indeed, many employers think video interviews can work but have clear limitations (45%) and further quarter (25%), believe face-to-face strategies are better.
Some of the biggest limitations of virtual interviews identified by leaders were an inability to read body language (36%) and that they give a limited sense of overall culture fit (35%).
Lucy says, “By meeting someone in-person, you gain a fuller understanding of how they communicate and fit into different environments. When interactions shift to online, many of these aspects are lost and interviews can feel less natural. Time lags and poor mic or video quality can create ‘digital barriers’ which obscure a jobseeker’s character and personality.”
Jobseekers reported a similar issue, with 39% reporting difficulties reading body language, as well as building rapport with interviewers (28%) and experiencing technical issues (18%).
Meanwhile, when asked about the benefits, employers noted convenience (51%) and faster screening stages (36%) were the key wins of the virtual interview.
Virtual interviews offer convenience, speed and efficiency, but in most cases, they fail to paint a complete picture of a jobseeker’s experience and abilities. The new research highlights the wider issue of leaning too heavily on a single assessment method during hiring.
“Overdependence on any one stage of recruitment processes can introduce inconsistencies, increase the likelihood of errors, and potentially reinforce bias.
“That is why a more balanced, multi-stage approach that includes CV screening, skills-based tests, work simulations, and both in-person and virtual interviews is best for ensuring processes lead to most well-informed and fair hiring outcomes,” concludes Lucy.
