Lights, Camera, Candidate? The Truth Behind Video Job Applications

Are video submissions the way forward for hiring or are they quietly shrinking your talent pool? Our latest poll reveals what candidates really think and what every UK hiring manager needs to know.

What Jobseekers Told Us

We recently asked our network: “How do you feel about being asked to submit a video as part of a job application?” The results were eye-opening:

• 9%: Would like it
• 27%: Don’t mind it
• 37%: Wouldn’t like it
• 25%: Wouldn’t apply if asked to submit a video

Key Takeaways

• 62% of respondents are at best ambivalent, with a significant 25% saying they would not apply at allif a video was required.
• Only a small minority (9%) actively welcome video submissions.
• The risk: Mandating video applications could mean losing out on up to a quarter of potential candidates before you even start screening.

This aligns with wider industry data: while 69% of employers now use video interviews, a notable proportion of candidates find them stressful or off-putting with concerns about rapport, technology and privacy.

Three Questions Every Hiring Manager Should Ask

1. Is a Video Submission Essential for This Role?

Does the job require on-camera skills, strong verbal communication, or public-facing duties? If not, is the video adding real value or just another hurdle?

2. Could This Requirement Exclude Great Talent?

Are you unintentionally filtering out candidates who may be neurodiverse, less tech-confident or simply uncomfortable on camera yet otherwise perfect for the role?

3. Are You Prepared to Support Candidates Fairly?

Do you have a process for giving feedback and ensuring a level playing field, especially if candidates face technical or accessibility challenges?

Three Actions to Take (and How to Do Them)

Clarify the Purpose

Only request video submissions when they directly relate to the skills needed for the role. For example, sales, media or client-facing positions may benefit but back-office roles may not.

Offer Alternatives

Provide candidates with the option to submit a written response or audio recording if they prefer. This widens your pool and demonstrates inclusivity.

Communicate Expectations Clearly

Give clear instructions, time limits and examples. Explain how the video will be used and reassure candidates about privacy and data handling.

Three Pitfalls to Avoid

Don’t Assume One Size Fits All

Not every candidate is comfortable or equipped for video. Avoid making it a blanket requirement.

Don’t Overlook Bias Risks

Video can unintentionally introduce bias based on appearance, accent or environment. Train your team to focus on skills and content, not superficial factors.

Don’t Ignore Technical Barriers

Tech issues are common: 7 in 10 candidates have missed out on opportunities due to video problems.Make sure your process is forgiving and accessible.

Westray’s Perspective: Striking the Right Balance

AtWestray Recruitment Group, we believe that requiring video submissions is more hassle than it’s worth. While some see videos as a way to speed up shortlisting, our experience and the poll results show that they often deter talented candidates who could be a great fit for your business. In reality, videos add unnecessary complexity and create barriers that waste valuable time for both employers and applicants without delivering meaningful benefits.

Ready to refine your hiring process?

Contact Westray Recruitment Group today for expert support in attracting, engaging and securing the best talent.

• Email: info@westray.co.uk
• Telephone: 0191 492 6622

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