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In 2020, video hiring was an emergency response during the pandemic. In 2025, many talent acquisition leaders see it as a competitive advantage.
The difference isn’t just that companies got better at conducting remote interviews. The entire premise of what video hiring does has shifted. What began as a digital replacement for in-person conversations has matured into a skills validation platform tackling one of HR’s most stubborn problems: how to give the most candidates a fair shot without sacrificing quality.
“Some companies hiring at scale screen millions per year for one position,” says Mike Hudy, chief science officer at HireVue, which has hosted more than 70 million video interviews since its founding. He says the platform aims to ensure every interested candidate has access to opportunity.
Seventy-two percent of companies still rely on resumes or self-reported skills to identify talent, according to research from Aptitude Research. Video hiring, in its evolved form, is breaking that bottleneck.
From convenience to validation
Early video hiring replaced phone screens and in-person interviews out of necessity. Modern video hiring validates skills that predict job success.
“Video links talent to opportunity,” Hudy says. “It’s largely aligning skills and [hiring] workflow.”
Mike Hudy, HireVue
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