Screening metrics to track in your first video interview pilot

Record the process you are replacing

Measure the time spent scheduling, running and noting a first screen. Include preparation and coordination. If a later live interview remains in both processes, keep it outside this comparison.

Record the role and the applicant pool. A busy support hiring round and a specialist search are different settings. Explain the difference before comparing their results.

Use the right denominator

Choose a cohort whose deadlines have passed. Otherwise people still planning to respond are counted as dropouts. Report the counts as well as the percentages, especially in a small pilot.

A fictional example shows why both completion measures matter

Suppose a completed hiring window has 40 invitations, 24 starts and 18 submissions. Completion from starts is 75%. Completion from invitations is 45%. These are fictional numbers for the calculation, not Hirevly customer results.

The gap before starting suggests a question about the invitation, interest or timing. The gap after starting suggests a separate question about the exercise and technical experience. Candidate replies can help you distinguish the causes.

Count everyone’s review time

If two reviewers each spend six minutes per response, the process uses twelve reviewer minutes. Add time spent setting up the role, sending messages and helping candidates. Compare the total with the baseline, not only the playback length.

Use the screening time calculator with your own assumptions before the pilot. Replace the estimates with observed times afterwards. A saving that exists only because support or second-reviewer time was omitted will not survive repeated use.

Copy the pilot record

Role and hiring window:
Question set used:
Candidates invited:
Candidates started:
Completed submissions:
Requests for another format:
Technical issues requiring help:
Setup and administration minutes:
Total reviewer minutes, all reviewers:
Candidates progressed:
What the next interviewer learned from the screen:
Candidate feedback received:
What we will change next round:

Decide who owns the record. A separate worksheet can be enough for a small pilot; do not assume every business metric is already collected by web analytics.

Hirevly provides candidate responses and review workflows. Use those alongside your own time record and candidate communication to decide whether to expand, shorten or replace the recorded step.