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Recruiting Technology Trends

Video Interviewing Goes Mainstream in 2013

While the use of video has been around the recruiting ecosystem for decades, there has been an accelerated rate of market adoption over the past few years. In 2005 when I first started researching and working to develop the video interviewing space, we were in the pre-early adopter (innovator) phase and the buy in was almost non-existant.   Even in 2007, the conversation was still focused on video resumes vs interviews and the feedback from some of the industry experts on this becoming a market segment was dismissive at best.

Sometimes, the best ideas are simply before their time. 

That is the case with Video Interviewing.   While we are just transitioning into the early majority stage – the rapid jump through the early adopter category has been impressive given the state of the industry as recent as 2008.  Today roughly 30 vendors are playing in the video interviewing space filling the needs of companies from small to enterprise with budgets in every category.

The users have also had a dramatic increase in usage over the last few years – 38% of companies that responded to our 2012 Video Interviewing Usage Survey had used some form of video in the hiring process.   That may have been one of the 30+ video interviewing platforms or a free service such as skype or google.  Regardless of how it happens, video is no longer a far-flung idea – its a reality for more than 1/3 of organizations out there.

It doesn’t seem to be going anywhere anytime soon, either.  74% of the recruiters surveyed felt video interviewing would make their job easier.   The number was even higher for hiring managers.

Download the Free Whitepaper to learn more about Video Interviewing basics, market trends and building ROI.


Note:  This research is offered at no charge to all of the readers thanks to underwriting by Wowzer video interviewing platform.  While they fundedthe project, they had no creative or editorial control on the results.   

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Sarah Brennan

Sarah Brennan is a recognized HCM industry analyst and advisor focused on improving the impact of technology on people, business and the future of work.  Sarah Brennan has been named a top global influencer in HR Technology by more than 50 publications and shared her insights at speaking engagements around the world. As Chief Advisor at Accelir, she partners with HR Technology vendors and investors as an advisor, interim CxO role and on engagements focused on growth strategies, product roadmap & market education/evangelism. She also works with corporate teams enhancing talent strategies.

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  1. Jamie MacIver January 30, 2013

    I think as high volume recruiters see the financial benefits of video interviewing it will be adopted as standard for first round interviews.

  2. Aaron Mascarenhas January 30, 2013

    I think this concept is very interesting. As a student graduating in 2013 this would be a first for me and something different.In this global era it makes more sense and this widen the scope of opportunities.

    1. Angela Yu January 31, 2013

      Aaron, congratulations on your upcoming graduation! We have a great deal of advice for jobseekers who may encounter video interviews while applying to jobs. Take a look for some things you can do to prepare for your interviews and impress employers over video:

      1. Aaron Mascarenhas February 13, 2013

        Thank you Angela!

  3. Rajpreet February 15, 2013

    “74% of the recruiters surveyed felt video interviewing would make their job easier.” I think that’s a great stat because video interviewing accelerates the hiring process. They also provide recruiters and candidates a more memorable and engaging experience. Recorded video answers help employers get a better sense of who to invite for a second face-to-face interview.

  4. Tommy May 1, 2013

    I used to work as an assessor conducting behavioural interviews and assessing other activities in the AC. Maybe in future it will all be on video and we will have those same assessors sitting in their lounge rooms logging into Freelancer or a site like that and assessing candidates that way…


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