What we are discussing here is just the hiring process, not the subject of working remotely, or virtually, although that will be a good topic for another time.

The pandemic took everyone by surprise, including human resources and hiring managers. Up to that point in time, the typical interviewing process was an initial phone screen, followed by one or more additional phone calls, and then an on-site interview.

With very little notice, things changed. Unfortunately for some industries like hospitality and entertainment, the hiring process didn’t change — it vanished. The plastics industry mostly remained open for business, and those who were hiring pivoted to video interviews.

According to service provider ADP, 86% of organizations conduct video interviews, and its use by hiring managers has increased 159% year-over-year. Although we were forced into it, two years later the advantages are so obvious that we are not going back to the way it used to be.

Employers like it because they can learn much more about a candidate in far less time. The reason is apparent: Over half of communication is non-verbal, like facial expressions and body language, according to experts.

Candidates like it because it’s easier to schedule a 30- to 60-minute video call than taking a day off work to go in for an interview. And they don’t have to worry about the weather and getting lost or stuck in traffic.

We recommend using video interviews as far into the process as possible. Many of our clients have hired candidates without even having them on-site for roles where they will need to be in the office or plant.

Just a few best practices to consider if you are the hiring manager:

About the author

Paul Sturgeon is CEO of KLA Industries, a national search firm specializing in plastics, packaging, and polymer technology. If you have a topic you would like to see discussed, a company that is growing, or other ideas for this blog, e-mail Sturgeon at [email protected].