Let’s face it; the traditional process of resume reviews, phone screens and in-person interviews is too limiting, too linear. But this comes as no real surprise. By now, we all know that recruiting is changing, evolving and taking on new life in light of newer technologies. Take video for instance. Though the concept of video interviewing is nothing new, the practice is taking hold and for good reason. In an era of smartphones, Wi-Fi and maximizing the bottom line, video just makes sense.

For recruiters, there’s the obvious benefits such as shorter distances to cover, flexible scheduling, faster screening and of course, playback. But there’s also improved standardization, enhanced collaboration and increased opportunity for feedback and communication. It’s more engaging and constructive and ultimately, a better use of both the recruiter and the candidate’s time. Makes you wonder why anyone bothers with the traditional approach anymore.

For candidates, the experience becomes more meaningful. Video interviews mean not having to worry about getting time off work or navigating rush hour traffic. Video takes some of the pressure off and puts time back into the candidate’s schedule where it counts: to fully prepare for the interview. This means candidates have the opportunity to really put their best foot – or in this case, face – forward. As a result, candidates report feeling satisfied and having a more positive overall experience.

Here’s a quick rundown of how to optimize the video interview for all involved parties:

  • Reduce the noise – Look for a video technology that actually improves the interview. Sure, this may sound obvious but you’d be surprised at how many solutions complicate the process rather than streamline. Do a little introspection and figure out the problem points before selecting a new approach.
  • Cut the fat – The only way to get better at something is to work at it. Don’t just plug and play. It doesn’t matter how many years of recruiting experience you may have – video changes the game. Learn how to play it before hitting the field.
  • Connect with your audience – Remember, one size does not fit all. In fact it rarely even fits most. While video improves standardization, it’s not a crutch. To deliver a great candidate experience, engage the job seeker and showcase your corporate culture. Make them want to be a part of the action.

Honestly, at this point we’re almost beyond video. Between social recruiting and mobile technology, there’s so much to account that it’s time to rethink how we manage the process altogether. But first things first, it’s time for recruiters to get up to speed and get into video.

Danielle Weinblatt is founder and CEO of Take the Interview, and has led her company to sustained and rapid growth since its inception in 2011. She previously served as a private equity associate for Catterton Partners, a middle-market private equity firm, where she support activities across buyout and growth equity funds. Weinblatt began her career in Mergers & Acquisitions in Citigroup’s Investment Banking Division, where she was a top-ranked analyst. Weinblatt holds a B.S., summa cum laude, in Applied Economics and Management from Cornell University and graduated Beta Gamma Sigma with Distinction. In addition, she was an Arthur Rock Fellow of Entrepreneurship at Harvard Business School, where she achieved First Year Honors.