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Implementing Video Interviewing for Improved Candidate Experience

August 25, 2023

The hiring process has evolved significantly over the years, and one of the most notable advancements is the integration of video interviews. Video interviews have revolutionized the way companies connect with potential candidates, enhancing the entire hiring experience. This technology allows hiring managers to assess candidates remotely while providing a more engaging and convenient experience for both parties involved. In this article, we will explore the impact of video interviews on candidate experience, the benefits they bring to the recruitment process, and how they enhance candidate engagement.

The impact of video interviews on candidate experience

Video interviews have transformed the candidate experience by eliminating geographical barriers and allowing candidates to participate in interviews from the comfort of their own homes. This level of convenience not only saves candidates time and money but also reduces the stress associated with traditional face-to-face interviews. Moreover, video interviews provide candidates with the flexibility to choose interview slots that best suit their schedules, resulting in a more positive experience overall.

What is a video interview | Totaljobs

Candidates also benefit from the ability to showcase their personality and communication skills more effectively through video interviews. They can present themselves in a comfortable environment, which often leads to more authentic and natural responses. Additionally, video interviews allow candidates to familiarize themselves with the digital tools and platforms commonly used in today's workforce, showcasing their adaptability and tech-savviness.

Benefits of using video interviews in recruitment

The advantages of incorporating video interviews into the recruitment process are numerous. Firstly, video interviews significantly reduce the time-to-hire, as they eliminate the need for scheduling conflicts and travel arrangements. This leads to a more efficient hiring process, allowing companies to secure top talent quickly.

Moreover, video interviews provide an opportunity for hiring managers to assess candidates' non-verbal communication cues, such as body language and facial expressions. These cues can often reveal valuable insights about a candidate's confidence and professionalism, which are essential qualities in today's competitive job market.

Statistics on video interviews and their effectiveness

According to a survey conducted by Talent Acquisition, 63% of companies already use video interviews as part of their hiring process. This statistic highlights the growing popularity and effectiveness of video interviews in recruitment.

Video Interviewing Is Here to Stay | Criteria Corp

Furthermore, a study by the Aberdeen Group found that companies utilizing video interviews experienced a 36% improvement in candidate engagement. This improvement can be attributed to the convenience and flexibility video interviews offer, leading to a more positive candidate experience.

How video interviews enhance candidate engagement

Candidate engagement is a crucial aspect of the hiring process, as it directly impacts a candidate's perception of the company and their willingness to pursue employment opportunities. Video interviews have proven to enhance candidate engagement in multiple ways.

Firstly, video interviews provide candidates with a more interactive experience compared to traditional phone interviews. The visual aspect of video interviews allows candidates to establish a stronger connection with the hiring manager, making the interview feel more personal and engaging.

13 Best Video Interview Platforms in 2023 for Faster Hires - Geekflare

Secondly, video interviews enable candidates to showcase their skills and experience more effectively. They can utilize visual aids, such as presentations or portfolios, to support their responses, enhancing their ability to communicate their qualifications and expertise.

Improving candidate communication through video interviews

Clear and effective communication is vital in the hiring process, and video interviews facilitate this aspect by providing a visual and auditory medium for candidates and hiring managers to interact.

Through video interviews, candidates can articulate their thoughts and experiences more clearly, as they have the benefit of visual cues and body language. This clarity in communication allows hiring managers to better evaluate a candidate's suitability for the role.

Furthermore, video interviews provide an opportunity for candidates to ask questions and seek clarification in real-time. This instant feedback encourages open and transparent communication, fostering a positive candidate experience.

Enhancing candidate interaction with video interviews

Video interviews offer a more interactive experience for candidates, enabling them to engage with the hiring manager and the company on a deeper level.

One way video interviews enhance candidate interaction is through the use of technology. Many video interview platforms provide features such as live chat or instant messaging, allowing candidates to engage in real-time conversations during the interview. This feature promotes a sense of collaboration and active participation, making the candidate feel more involved in the process.

Additionally, video interviews can provide candidates with the opportunity to interact with multiple stakeholders within the company, such as team members or senior executives. This interaction allows candidates to gain a comprehensive understanding of the company culture and the role they are applying for, leading to a more informed decision-making process.

The role of recruitment software in facilitating video interviews

Recruitment software plays a crucial role in facilitating video interviews, streamlining the hiring process, and ensuring a seamless candidate experience.

Recruitment software allows hiring managers to schedule and manage video interviews efficiently. It provides automated reminders and notifications, reducing the chances of scheduling conflicts and ensuring candidates are well-prepared for their interviews.

Moreover, recruitment software often integrates with video interview platforms, allowing hiring managers to conduct interviews directly within the software interface. This integration eliminates the need for additional tools or platforms, simplifying the process for both candidates and hiring managers.

Building a candidate database through video interviews

Video interviews provide an opportunity for companies to build a comprehensive candidate database, which can be a valuable resource for future hiring needs.

By recording and storing video interviews, companies can create a candidate database that includes not only the candidates who progressed to the next stage but also those who were not selected. This database allows companies to revisit past candidates and consider them for future job openings, saving time and resources in the long run.

7 Benefits of One-Way Video Interviews | Cadient Talent

Additionally, the candidate database can serve as a talent pool for other departments within the organization. Instead of starting the recruitment process from scratch, companies can leverage the candidate database to identify potential candidates for different roles, promoting internal mobility and career growth.

Creating a seamless candidate pipeline with video interviews

Video interviews contribute to the creation of a seamless candidate pipeline by providing a standardized and efficient evaluation process.

Through video interviews, hiring managers can assess candidates consistently, using the same set of questions and evaluation criteria. This standardization ensures a fair and unbiased assessment, allowing companies to make informed decisions based on the candidates' qualifications and suitability for the role.

Furthermore, video interviews enable hiring managers to share interview recordings with other team members involved in the hiring process. This collaboration enhances the decision-making process and ensures that all stakeholders have a comprehensive understanding of each candidate's capabilities and fit within the organization.

Mapping the candidate journey through video interviews

The candidate journey refers to the overall experience a candidate has throughout the hiring process, from the initial application to the final job offer. Video interviews play a significant role in shaping the candidate journey, making it more efficient and enjoyable.

How to Create a Customer Journey Map: Template & Guide

With video interviews, candidates can experience a streamlined and well-structured hiring process. They receive clear instructions on how to prepare for the interview, what to expect during the interview, and the next steps in the process. This transparency and guidance contribute to a positive candidate journey, leaving candidates with a favorable impression of the company.

Furthermore, video interviews allow hiring managers to provide timely feedback to candidates, keeping them engaged and informed throughout the process. This feedback is essential in maintaining a positive candidate experience and building a strong employer brand.

Utilizing various candidate communication channels in video interviews

Video interviews provide the opportunity to leverage various communication channels to enhance the candidate experience and engagement.

One way to utilize different communication channels is by incorporating pre-recorded video questions into the interview process. This allows candidates to record their responses at their convenience, reducing the pressure of answering questions on the spot. Moreover, pre-recorded questions enable hiring managers to evaluate candidates' communication skills and thought processes more effectively.

Another way to utilize different communication channels is by conducting live video interviews with multiple interviewers. This approach allows candidates to interact with different team members and get a comprehensive understanding of the company culture and the role they are applying for.

Best practices for implementing video interviews in the hiring process

Implementing video interviews effectively requires following best practices that ensure a seamless and positive experience for both candidates and hiring managers.

Firstly, it is crucial to provide clear instructions to candidates on how to prepare for the video interview, including technical requirements and any specific guidelines or expectations.

Secondly, it is recommended to conduct a trial run before the actual interview to ensure that both parties are comfortable with the technology and the platform being used. This trial run allows candidates to familiarize themselves with the setup and troubleshoot any technical issues in advance.

Finally, it is essential to establish a professional and engaging environment for the interview. This includes setting up proper lighting, ensuring a clutter-free background, and dressing appropriately. Creating a professional atmosphere contributes to a positive candidate experience and reflects the company's commitment to professionalism.

Conclusion and the future of video interviews in recruitment

In conclusion, video interviews have revolutionized the hiring process by enhancing the candidate experience, engagement, and communication. They provide numerous benefits, including convenience, flexibility, and the ability to showcase skills effectively. Video interviews streamline the recruitment process, allowing companies to build a candidate database and create a seamless candidate pipeline. As recruitment software continues to evolve, video interviews will become even more integrated and accessible, shaping the future of recruitment. By embracing video interviews, companies can attract top talent, improve their hiring outcomes, and create a positive and engaging candidate journey.

For more insights on enhancing the hiring process and revolutionizing candidate experience through video interviews, check out our blog.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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