More applications. Less clarity. Higher pressure. Screening has become one of the toughest parts of hiring, especially as AI-generated CVs flood the funnel. Video screening is gaining traction because it tackles that problem head-on. Keep reading to see if video screening makes sense for your team – and how to make it part of a joined-up hiring process.
If early-stage recruitment feels harder than it used to, that’s because it is. Roles often now attract more applications, more quickly, from candidates who increasingly use AI to refine, or completely generate, their CVs. For example, one recent study (of many that say the same) finds that 46% of candidates have used GenAI to help with a job application.
It’s the “sea of sameness” CEO of Arctic Shores, Estelle McCartney, has been warning us about, with recruiters buried under 10x the application volume.
What you get is volume without clarity. Similar-looking profiles. Skills pasted from job descriptions. And far fewer real signals about who someone actually is.
For recruiters already under miles too much pressure, the result is overwhelm. Too many candidates to sift manually, too little differentiation to make confident decisions and too much risk of good people slipping through the cracks.
That’s why many organisations are rethinking early-stage screening altogether.
Where video screening delivers ROI
We’re seen video screening explode because it addresses the hiring challenges almost every team is grappling with today.
Recruiters don’t need more information – you need better information. Earlier, clearer, fairer signals about who might actually thrive. Without slowing the process down.
That’s what video screening offers.
- It introduces a more reliable early signal, grounded in behaviours and communication rather than backward-looking documentation.
- It supports fairer decision-making, with structured questions and shared scoring criteria.
- It integrates smoothly into increasingly distributed hiring teams who need flexible, asynchronous tools to collaborate effectively.
Crucially, video screening enhances human insight rather than replacing it. It allows recruiters to make faster, more confident decisions while preserving consistency and auditability.
Benefits that matter enormously in high-volume, compliance-heavy, or multi-stakeholder environments (public sector and healthcare, we’re especially looking at you…)
Let’s unpack that a little more.
1 – See the person behind the paperwork
In high-volume hiring, CVs tend to flatten people into sameness. Especially in frontline, customer-facing, or early-career roles, applications can look near-identical on paper. Even when the people behind them are anything but.
Video screening helps bring the people back into the process earlier. It gives hiring teams insight into how someone communicates, how they come across, and how they align with the behaviours and values that matter on the job.
Confidence, empathy, clarity, motivation – these are hard to infer from bullet points, but much easier to see when candidates can speak in their own words. And especially valuable in roles where success depends on how people show up, not just what they’ve done before.
Video screening doesn’t replace later-stage interviews. It helps teams focus their time on candidates most likely to thrive.
2 – Build fairness into recruitment from the start
Early screening is one of the recruitment stages where bias most easily creeps in. Unstructured phone screening, rushed decisions and gut-feel assessments can all undermine consistency, even with the best intentions.
Video screening introduces structure where it’s often missing. Every candidate answers the same questions, in the same format, against the same criteria. Responses can be reviewed and scored consistently, with clear benchmarks rather than snap judgements.
Plus video screening takes the pressure off a single moment. Reviews can be shared across stakeholders so decisions don’t rest on a single person’s impression on-the-day. And candidates are given time and space to prepare, without the pressure-cooker of an on-the-spot call.
Within Tribepad Video Screening, this structure connects directly into built-in scorecards, anonymisation options, and wider DEI tooling – helping teams design fairness into the process, rather than trying to fix it later.
3- Put candidates in the driving seat
Traditional early-stage screening often favours candidates who are comfortable with unexpected phone calls or live interviews. For many people, that’s a disadvantage – especially those balancing shift work, caring responsibilities, disabilities, or neurodivergence.
Asynchronous video screening gives candidates more control over how and when they present themselves. They can record responses at a time that suits them, in an environment where they feel comfortable. That simple shift can reduce anxiety and help candidates put their best foot forward.
A more thoughtful candidate experience also strengthens your employer brand. Even candidates who aren’t successful are more likely to feel respected and treated fairly. That matters in competitive markets where reputation travels fast.
4 – Unstretch your TA team
Recruitment teams are under relentless pressure to move faster, with fewer resources and growing volumes. Coordinating diaries, running repetitive phone screens, and manually collating feedback all add friction, and eat into time that could be spent on higher-value work.
Video screening removes much of that overhead. There’s no diary-chasing, no back-to-back calls, and no need to rush decisions just to keep things moving. Recruiters and hiring managers can review candidates when it suits them, collaborate more easily, and progress the right people faster.
When video screening is fully integrated into your ATS — like with Tribepad Video Screening – that efficiency compounds. Everything lives in one place: invitations, responses, scoring, feedback, and shortlisting.
Less admin. Fewer handovers. More time for meaningful conversations with the candidates who matter most.
But not all video platforms are created equal: introducing Tribepad Video Screening
Too often, TA leaders are burned out by tools that create more friction than flow: extra logins, manual workarounds, scattered feedback, and disjointed candidate journeys.
That’s why we decided to integrate with Willo to offer Tribepad Video Screening. It gives you the functionality of a dedicated video screening tool from market-best providers, and all the convenience of managing things seamlessly from your ATS.
- Create and add video screens to jobs in minutes
- Review, score and shortlist without leaving the ATS
- Score using built-in consistent, structured scorecards
- View progress at-a-glance for easy collaboration
All of that, plus it’s amazing for candidates. Willo has the best video interview experience on the market, by an absolute mile. It’s engaging, speedy, simple, accessible, and flexible: you’ll love it, managers will love it; candidates will love it.
The result is video screening that delivers what TA teams actually need. Faster shortlisting, better collaboration, and more time to focus on meaningful conversations with the candidates most likely to succeed. Ideal.
See for yourself:
If you’re considering video screening for your organisation, we’d love to chat. Drop us a line.
Tribepad is the trusted tech ally to smart(er) recruiters everywhere. Combining ATS, CRM, assessment, video screening, compliance, onboarding, analytics and a fully-integrated AI assistant, our B-Corp certified talent acquisition software is a springboard for fairer, faster, better recruitment for everyone.
Tribepad is trusted by organisations like Hotel Chocolat, cardfactory, Greggs, Tesco, Subway, DFS, Met Office, and Home Bargains.
