Video Interviews for Hiring: Why Personality Beats the CV

For entry-level, customer-facing roles, a short video interview tells an employer more than a CV, because what matters is how the person comes across. Narrow hundreds of applicants to a shortlist, watch each candidate's short video, then interview the best in person. Candidates should smile, prepare a few points and record somewhere tidy and well lit.

Why use video interviews instead of reading CVs?

Because for some roles the CV isn't measuring the thing you're hiring for. Tobias Taylor was director of business development at Pulse Talent, which connected graduates and first-time job seekers in sales, customer service and retail with employers using short video interviews instead of CVs. For a graduate going into a first sales job, a year or two of experience says very little. How they talk to a customer says a lot:

"Having watched the video for 10 to 15 seconds, you know, a lot more than looking at someone's CV for three minutes." Tobias Taylor

He was clear it isn't for every role. If you're hiring an accountant or an engineer, what's on the CV really does matter. Video interviewing earns its place in anything customer-facing, where presenting yourself is part of the job.

Where does a video interview fit in the hiring process?

Near the end of the funnel, as a filter. Tobias described the traditional path: post an ad, get hundreds of applications, read 300 CVs, phone the promising ones, and two weeks later you're finally at the interview stage. His alternative:

1. Narrow the field from hundreds of applicants to the five to ten who look like the right fit.
2. Watch their videos. Pulse Talent sent employers a shortlist of links, each a three to four minute video of a candidate answering set questions.
3. Interview the best in person, the traditional way, for the final decision.

Many larger companies already use video interviews somewhere in the process. Tobias's point was that the real advantage comes from getting from a big pool to a short list quickly, with the videos helping make the final call.

In 2020, Pulse Talent was also using AI to read candidates' speech, tone and choice of words and build a personality profile. AI hiring tools have moved a long way since this episode was recorded, so treat that part as a snapshot of the time, and check any tool's claims before you rely on it.

How should candidates record a video interview?

Tobias's tips, some of which he says he borrowed from Ridge Films:

• Start with a big smile and a little wave.
• Get good light on your face.
• Think about the setting. Early videos came in from people sitting on their beds. A tidy spot like the kitchen table, and an ironed shirt, says more about you.
• Practise the questions and work out a couple of points you want to make before you record.
• Treat it as your personal CV, your chance to show an employer who you are and why you'd suit the role.

The same habits work for a video resume you send on your own.

Why are some candidates reluctant to record a video?

Because plenty of people still aren't comfortable on camera. Tobias found some would rather apply for a stack of jobs the traditional way, through job boards or directly, than spend a couple of minutes recording a video. His answer was coaching: helping candidates and clients understand why it's worth it, and getting them used to it.

He had been through it himself. Recording his own profile video was close to his first time on camera, and he said it doesn't come naturally:

"It's definitely something you want to you want to go through with a professional or not just try and do the first time by yourself." Tobias Taylor

Should employers be on video too?

Yes, and Tobias led by example. After a virtual on-camera training session with Ridge Films, he recorded a 30-second personal profile video for Pulse Talent and put it on his website next to a booking scheduler, so a prospective client could watch him explain what the business does and then book a time straight away. He said boiling the business down to 30 seconds helped the team get clear on what it was actually trying to do.

It's the same principle in reverse. If you want candidates to show you who they are on video, showing them who you are first helps. The free personal profile script prompt is a good place to start, and why recruiters need video covers how hiring firms use it with clients and candidates. For the wider plan, see the video strategy guide.

Video interview questions we get asked

Are video interviews better than CVs for hiring?

For entry-level, customer-facing roles such as sales, customer service and retail, a short video often shows more than a CV, because personality and presentation matter more than limited experience. For roles where qualifications matter, such as accounting or engineering, the CV still does the main job.

How long should a candidate's video interview be?

Short. Pulse Talent's shortlisted candidate videos ran about three to four minutes in answer to set questions, and Tobias Taylor's own profile video was 30 seconds.

What makes a good video interview?

A smile at the start, good light, a tidy setting, practised answers with a couple of clear points, and treating the video as your personal CV.

Where should video sit in a hiring process?

After you've narrowed the field. Watch the shortlist's videos to choose who to meet, then interview the best candidates in person.

If you'd rather not do this yourself

If you're hiring regularly, recording your own profile and role videos is the easy part to put off. Ridge Films installs a Desktop Studio at your desk and coaches you on what to say, so a 30-second video about your business or a new role takes minutes. Book a call and we'll show you how.

This episode was recorded in May 2020. The original show notes list Pulse Talent as Vidaura.