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There are many types of recruitment video interviewing platforms available with a variety of names, features and price brackets. To keep things simple, we will share our expertise on the general differences between Pre-Recorded and Live video interviewing, along with how they can be used to streamline your recruitment process.

According to Software Advice, 60% of hiring managers and recruiters were already using video interviewing for job interviews before Covid19. Video interviews (both pre-recorded and live) assist with reducing time-to-hire while also creating an innovative way to engage with candidates.

Pre-recorded video interviewing

This method generally involves candidates answering pre-set questions while recording themselves doing so. The recruiter will set up the role and questions on their Platform and invite candidates to complete the Pre-recorded video in their own time. The applicant receives a link which will allow them to complete the recording via PC, laptop or mobile device with automated online software.


  • Ability to ensure candidates’ communication skills match the requirement of the role
  • Ability to assess personality/ cultural fit with your organisation
  • Flexible for candidates – both timing and technology
  • Flexible for recruitment manager as they can review at a time that suits
  • Ability to share candidates’ video across relevant stakeholders
  • Ability to streamline shortlisting decisions based on more than just a CV
  • Ease of use and adaptability of question content once set up
  • Reduced unconscious bias as all candidates respond to the same questions
  • Increased candidate engagement


  • As with all technology, there can be occasional hiccups
  • Cost and time of initial set up and training
  • Candidates are generally nervous and awkward when completing a Video
  • Inability to ask follow-up questions at the time as not Live
  • A one-sided process whereby the candidate lacks ability to ask questions

Expert Insight:

Over the years, Manufacturing Recruitment have tested and utilised several methods and styles of pre-recorded video interview. We feel that how we utilise the VidCruiter Platform provides exceptional flexibility and simplicity for both our candidates and our clients. We are able to adapt the style of pre-recorded videos – including when we progress candidates and how we send reminders. In addition, we can customise the question content, number of questions, number of attempts and how long they have to consider their response before recording begins.

Live video interviewing

This type of video interview is more like a traditional interview, with both the employer and candidate interacting in “real time”. There are a number of live video options available, but some of the most common ones are Skype and Zoom. There are also specific recruitment based online conference-room options available, which have the ability to record the live interview to enable sharing the recording for review and collaboration in the decision making process.


  • Most benefits of a face to face interview can be had with a live video interview
  • No location restrictions
  • Ability to involve a number of stakeholders in the shortlisting process
  • Dependant on method, potential to record live video interview for later review
  • Better candidate engagement and less candidate no-shows


  • As with all technology, there can be occasional hiccups
  • Interaction can be a little impacted by the nature of the video process
  • All parties must be able to access the live video interview effectively at the same time
  • Interview participants’ surroundings (including other people) can affect the audio and visual, along with focus of those involved in the interview

Expert Insight

We have always worked with clients having different needs when it comes to interviews. Often with candidates interstate or decision makers being in different locations, the best option has been to utilise video interviewing/conferencing software. We have seen businesses use ZOOM, Skype and Go2Meetings. For the purposes of holding an interview where there is usually only 2-3 people involved, the free user options are all adequate and certainly do the job.

With Covid19 social distancing requirements, you may need to make changes to your recruitment process. Video Interviewing, both live and pre-recorded, will allow you to make informed shortlisting choices and keep your company growing to meet demands. In the long term, Video Interview technology ensures that candidates remain engaged and all stakeholders in the recruitment process can be involved in the shortlisting decisions – no matter where they are.

Whilst video interviewing adds significant value to the recruitment process, it is only one part of a quality hiring process. Other online tools such as an applicant tracking system (ATS) and skills testing should be considered within your recruitment strategy.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Kim Acworth is a recruitment expert and director at Manufacturing Recruitment. Manufacturing Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Saving you from sitting through hours of Recruitment Video Interview provider demonstrations, painful implementation and setup, and hefty monthly subscription fees.

Manufacturing Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give Kim a call on 0411 278 281 or email at

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