Every figure on this page links to the organization that produced it, and each was re-checked against that source before publishing. How the S&P 500 uses video on its careers pages and job postings, in our own read of both on November 1, 2026; how large the hiring platforms are and how fast video is growing on them, from LinkedIn's, Indeed's and ZipRecruiter's own reports and filings; how common live and one-way video interviews are, from employer surveys and HireVue's own counts; what candidates and Americans think of video and AI-scored interviews, from Pew Research Center, the American Staffing Association and Indeed; what peer-reviewed research has measured; which laws govern recorded and AI-scored interviews; how much hiring there is, from BLS; and where the popular recruiting-video numbers came from.
46.9% of readable S&P 500 careers pages showed video on November 1, 2026, but only 12.3% of their job postings did, in our own read. (Our read)See details
Of companies with careers-page video and a readable posting, only 17.2% carried video through to the posting. (Our read)See details
Workday runs 30.0% of S&P 500 careers sites; 15.5% of the Workday postings we opened showed video. (Our read)See details
Only 9.6% of S&P 500 careers pages put a video beside employee-story wording; most careers video is brand footage. (Our read)See details
HireVue's own releases put its video interview count at 18 million in January 2021 and 80 million in 2026, but disagree in between: 83 million in late 2023, then 70 million in 2024-2025. (HireVue)See details
70% of U.S. adults prefer an in-person job interview and 17% a video call (2022). (American Staffing Association)See details
67% of Americans called AI scoring of video interviews unacceptable in 2018; 66% would not apply where AI helps decide (2022). (Pew Research Center)See details
Telephone and live video interviews earn lower ratings than face-to-face ones (d = -.41), and one-way recordings feel far less personal to candidates (d = -1.98). (Peer-reviewed research)See details
Illinois makes employers delete recorded interviews within 30 days of a request; California's AI hiring rules took effect October 1, 2025. (Illinois, California)See details
'12% more views, 34% more applications' is CareerBuilder internal data from about 2013 on video icons and application rates, with no method. (CareerBuilder)See details
U.S. job openings averaged 7,089,000 a month in 2025, down from 11,178,000 in 2022 (BLS). (BLS)See details
How do the largest U.S. companies use video in recruiting?
Video is on about half of S&P 500 careers pages, but on only about one job posting in eight. On November 1, 2026 we opened the homepage of every S&P 500 company in a headless browser, followed its careers link, and from the careers page opened one job posting. 343 careers pages and 235 job postings were readable.
46.9% of the readable careers pages showed a video player or a labelled click-to-play video; counting only player elements, 37.3%. 18.7% played a muted background loop, and 60.1% linked to a YouTube channel. Only 9.6% put a video next to employee-story wording such as "meet", "life at" or "day in the life", so most careers video is brand footage rather than staff testimonials, as far as the page text shows.
The job posting, where the candidate decides to apply, mostly has none. Only 12.3% of the readable postings showed video, and 5.5% counting player elements only. Of the 116 companies with video on the careers page and a readable posting, just 17.2% carried video through to the posting; 46.8% of companies with both pages readable had video on neither.
The applicant-tracking system sets the template. Workday ran 30.0% of the readable careers sites, followed by Phenom (9.9%), Oracle (9.6%) and SAP SuccessFactors (9.3%). 15.5% of postings on Workday showed video, most often its "Play video" side tile; none of the postings on Greenhouse (0.0% of 13) or Eightfold (0.0% of 15) did.
Technology careers pages use video most: 64.7% in Information Technology, 56.4% in Health Care and 55.7% in Industrials, against 42.0% in Financials, 42.9% in Real Estate and 16.7% in Utilities (small sector samples; see the CSV). Of the 161 careers pages with video, 50.3% served a native HTML video file, 21.1% embedded YouTube and 11.2% Vimeo.
Limits: one visit per page from one U.S. connection; 99 of 503 homepages refused a script or failed, so heavily bot-filtered companies are missing; video behind unlabelled buttons is missed (all three misses in our 49-page hand check were of that kind), so these shares are slight undercounts; a posting is the first one listed, not a sample of all postings. Per-company data: careers-pages.csv and crawl-summary.json. Our corporate video statistics read the careers pages of the 200 largest U.S.-listed companies by revenue the day before, with a similar result.
How big are the platforms where job video is posted?
Very large, and video is growing faster on them than other content. LinkedIn says it has 1.4 billion+ members, 71 million companies and about 9,000 job applications a minute (LinkedIn). Microsoft, which owns it, reported LinkedIn revenue of $19,817 million for the fiscal year to June 2026, up 11% (Microsoft 10-K), after 9% growth the year before (Microsoft 10-K). The 10-K does not break out Talent Solutions, LinkedIn's recruiting business.
Video is LinkedIn's fastest-moving format. Time spent watching video on LinkedIn rose 36% year over year in January to March 2025 (LinkedIn), video uploads rose more than 20% over Microsoft's fiscal 2025 (LinkedIn), and paid video grew nearly 30% in January to March 2026 (LinkedIn). LinkedIn's About page puts growth in paid video ads at 25% a year and in content views at 16% (LinkedIn). When LinkedIn added video to Company Pages for recruiting in March 2018, it said members spent almost 3x more time with video ads than with static sponsored updates, and that Page followers were 81% more likely to answer a recruiter's InMail (LinkedIn Talent Blog).
Indeed is the other giant. Its parent, Recruit Holdings, reported HR Technology revenue (Indeed and Glassdoor) of US$9,674 million for the year to March 2026, up 7.6% (Recruit Holdings), and says Indeed holds over 665 million verified job seeker profiles (Recruit Holdings), up from 525 million across its sites at the end of 2023 (Recruit Holdings). Employers using Indeed each year fell from 3.5 million to 3.3 million between its FY2023 and FY2024 reports (Recruit Holdings); in FY2023 Indeed drew 350 million monthly unique visitors (Recruit Holdings). Indeed launched Indeed Interview, its live two-way video interview product, in 2020 (Recruit Holdings).
Smaller boards felt the hiring slowdown. ZipRecruiter's 2025 revenue fell 5% to $448,952 thousand (ZipRecruiter 10-K), with 59,104 paid employers in the fourth quarter (ZipRecruiter 10-K) paying an average of $1,889 each (ZipRecruiter 10-K).
How much hiring is there to make video for?
Less than in 2022. U.S. job openings averaged 7,089,000 a month in 2025, by the Bureau of Labor Statistics' JOLTS survey (not seasonally adjusted), down from 11,178,000 in 2022 and 7,660,000 in 2024, and slightly below 7,157,000 in 2019 (BLS). Employers made 62,972,000 hires in 2025, against 76,832,000 in 2022 and 69,959,000 in 2019 (BLS). Workers quit 38,029,000 jobs in 2025, down from 50,503,000 in 2022 and 42,159,000 in 2019 (BLS). The 2025 openings rate was 4.3 percent, against 6.8 percent in 2022; the hires rate was 3.3 percent and the quits rate 2.0 percent (BLS).
The latest month was flat. Openings stood at 7.1 million at the end of August 2026, a rate of 4.3 percent, seasonally adjusted and preliminary (BLS); hires were 5.2 million, a 3.3 percent rate (BLS), and the quits rate was 1.9 percent (BLS). Payrolls rose by 29,000 in September 2026 (BLS), and unemployment was 4.2 percent (BLS).
The platforms see the same slowdown. LinkedIn says U.S. hiring on its platform was 6.5% lower in August 2026 than a year earlier and still 25% below its February 2020 pace (LinkedIn Economic Graph), and, announcing its Hiring Assistant 2 in September 2026, that global hiring is down 30% on pre-pandemic levels (LinkedIn). Indeed's Job Postings Index sat around 1% above its February 2020 baseline in August 2026 (Indeed Hiring Lab); entry-level U.S. postings were down 7.5% year over year in May 2026 while senior postings rose 14.7% (Indeed Hiring Lab). By December 2025, 4.2% of U.S. Indeed postings mentioned AI (Indeed Hiring Lab), and AI postings were 134% above their February 2020 level while all postings were 6% above (Indeed Hiring Lab).
Remote roles draw the crowd. In February 2026, 22% of U.S. paid postings on LinkedIn were remote or hybrid (LinkedIn Economic Graph); remote jobs alone were 9% of postings but drew 37% of applications (LinkedIn Economic Graph). LinkedIn has over 252 million U.S. members (LinkedIn Economic Graph).
The people who run hiring: U.S. employers had 912,430 human resources specialists in May 2025, at a median wage of $75,940 (BLS OEWS). BLS counts 939,700 such jobs in 2025 including the self-employed (BLS) and projects 6 percent growth to 2035 (BLS), with about 73,700 openings a year (BLS).
Do candidates research an employer before they apply?
Most say they do, by the platforms' own surveys. In a Glassdoor survey run by The Harris Poll in June 2023, 83% of U.S. job seekers said they were likely to research company reviews and ratings before deciding where to apply (Glassdoor), and 53% said they look for more information about a company after reading a job post (Glassdoor). Glassdoor also says 70% of its users are more likely to apply when the employer is active on Glassdoor (a site survey, January to June 2023) (Glassdoor), and that employers who lifted their rating by half a point or more got 20% more job clicks in 2022 (Glassdoor). Its 2019 survey of 5,000 adults in four countries found over 77% consider a company's culture before applying (Glassdoor). Glassdoor sells employer-branding products, so these are a seller's figures.
LinkedIn's sales pages make bigger claims without a method: companies with a LinkedIn Career Page get 8x more job applications than those without, InMail response rates are 2.6x higher when a member has visited the career page (LinkedIn Talent Solutions), and roles filled through LinkedIn are 24% less likely to be reopened within 12 months, against "leading competitors" as of October 2025 (LinkedIn Talent Solutions). None of these says how the comparison groups were chosen, and companies that buy career pages are not like those that don't.
Does video on a careers site help?
One controlled experiment says it can. In a U.S. study of 756 student job seekers, employee testimonials shown as video with sound on a recruitment website made the employer look more credible and attractive than the same testimonials as a picture with text (Auburn University, Walker dissertation); the work was later published in the Journal of Applied Psychology. That is one experiment with students, not a field result.
The older evidence on realistic job previews, which show the job's downsides as well as its upsides, is about honesty, not video. A 1998 meta-analysis of 40 studies found realistic previews were linked to lower turnover and recruitment attrition, with small effects (Academy of Management Journal, Phillips). A 2011 meta-analytic path analysis of 52 studies and about 17,000 people found they cut voluntary turnover mainly by making the employer look honest, and that a preview given after hire, orally or in writing, may work best (Personnel Psychology, Earnest, Allen and Landis). Video was not the strongest medium in that analysis.
How common are video interviews?
Live video interviews became routine before the pandemic and near-universal during it. In 2012, 63 percent of U.S. HR managers told OfficeTeam, a Robert Half staffing division, that their company often interviewed by video, up from 14% in 2011, and 25% said it never did, down from 42% (OfficeTeam); the survey was by telephone with more than 500 HR managers at companies with 20 or more staff (OfficeTeam). In Indeed's 2021 Hiring Trends survey of over 1,100 U.S. employers, 82% had adopted virtual interviews because of the pandemic and 93% planned to keep them (Indeed); 74% of employers using them cited faster hiring (Indeed).
One-way recorded interviews are counted mostly by the companies that sell them. HireVue, the largest seller, said it had hosted 18 million video interviews (one-way and live combined) by January 2021 (HireVue), 23 million by September 2021 (HireVue), 26 million by March 2022 (HireVue), 35 million by March 2023 (HireVue), 70 million in its 2024-2025 releases (HireVue) and 80 million in 2026, alongside 180 million assessments (HireVue). Some late-2023 releases said 83 million (HireVue), more than the later 70 million; HireVue has not explained the gap, so we print both. Its customers ran over 1 million interviews in September 2021 alone (HireVue), and live two-way interviews on its platform rose 220% in January to March 2021 against a year earlier (HireVue). Of its first 33 million interviews, 48% were completed outside working hours and 36% on a phone (HireVue); 18.5 million were in the Americas (HireVue).
Other sellers report customer counts, not interviews: Spark Hire more than 10,000 organizations ever (Spark Hire), Willo 5,000+ hiring teams (Willo), Greenhouse 7,500+ companies (Greenhouse) and iCIMS more than 4,400 (iCIMS). HireVue said the merger with Modern Hire in 2023 gave it over 1,150 customers (HireVue).
AI has moved from scoring recordings to running the interview. In a Resume Builder online poll of 948 U.S. business leaders in October 2024, conducted through Pollfish (Resume Builder), about 23% said their company used AI to conduct interviews (Resume Builder); among those, 52% said the AI collected facial-recognition data (Resume Builder) and 24% let it run the whole interview (Resume Builder). The 24% is a share of AI-using companies, not of all companies. HireVue launched a voice-based AI Interviewer in June 2026 that interviews applicants 24/7 (HireVue). SHRM's 2025 survey of 2,040 HR professionals (SHRM) found 43% of organizations used AI in HR tasks, up from 26% in 2024 (SHRM); in its 2022 study, nearly 1 in 4 did (SHRM), 16 percent of employers with fewer than 100 workers against 42% of those with 5,000 or more (SHRM).
Public companies rarely describe it. Paylocity, which sells HR software, described one-way video interviews in its fiscal 2025 10-K (Paylocity 10-K); Union Pacific said it used pre-recorded video interviews to speed rail hiring in 2022 (Union Pacific 10-K); ExlService describes multiple rounds of video interviews before an offer (ExlService 10-K). Kelly Services now lists deepfake technology for video interviews as a risk, from people seeking placements under stolen identities (Kelly Services 10-K). Workday bought Paradox, a conversational-AI hiring assistant, for $1.1 billion in September 2025 (Workday 10-K).
How are one-way interviews set up?
Short and with few second chances. In one Australian vendor's archive, studied in 2022, of 627,999 candidates and 2.55 million recorded answers (International Journal of Selection and Assessment, Dunlop et al.), most interviews had four to five questions, and employers rarely allowed a preview or a re-record (International Journal of Selection and Assessment). Willo caps answers at between 1 and 5 minutes (Willo), recommends between 3 and 5 questions for the best response rate (Willo), and lets employers set retakes to zero (Willo). On Spark Hire, an employer who limits thinking time also limits the candidate to 1 take (Spark Hire). HireVue said it removed visual analysis from new assessments early in 2020, announcing it in January 2021 (HireVue).
What do candidates think of video interviews?
Most still prefer to meet in person. In October 2022, 70% of U.S. adults told the American Staffing Association they prefer in-person job interviews, against 17% for live video calls and 9% for audio-only calls (American Staffing Association); The Harris Poll surveyed 2,019 adults online for it, Oct. 27-31, 2022 (American Staffing Association).
Those who have done live video interviews like the convenience but miss the contact. In Indeed's early-2021 survey of 500 U.S. job seekers and 500 employers (Indeed), 45% of job seekers liked interviewing from anywhere and 37% felt less intimidated (Indeed), while 33% felt they could not convey their personality as well as in person (Indeed). Men (54%) had interviewed by video more often than women (37%), and Gen Z (52%) more than baby boomers (27%) (Indeed). 52% said the interview is the best way to present themselves authentically (Indeed).
What do Americans think of AI that scores video interviews?
Most reject it. In Pew Research Center's 2018 survey of 4,594 U.S. adults (Pew Research Center), 67% said it was unacceptable for companies to use a program that analyzes and scores videos of job interviews (Pew Research Center); only 33% thought it would be fair to applicants (Pew Research Center) and 39% that it would identify good hires (Pew Research Center).
Opinion had not warmed by Pew's December 2022 survey of 11,004 adults (Pew Research Center). 66% said they would not apply to an employer that uses AI to help make hiring decisions (Pew Research Center), 70% of women and 61% of men (Pew Research Center); 71% opposed AI making the final decision (Pew Research Center), 41% opposed AI reviewing applications (Pew Research Center), and 61% had heard nothing about AI in hiring (Pew Research Center). On face analysis at work (monitoring employees, not hiring), 70% opposed employers analyzing workers' facial expressions (Pew Research Center) and 73% expected expressions to be misread (Pew Research Center).
Job seekers use AI themselves while distrusting the employer's. In June 2023, 49% of employed U.S. job seekers told the American Staffing Association that AI recruiting tools are more biased than human recruiters (American Staffing Association), and 39% had used AI to help apply for a job (American Staffing Association); Harris surveyed 2,037 adults June 20-22 (American Staffing Association). Of organizations using AI in HR in SHRM's 2022 study, 19 percent said it had wrongly overlooked or excluded qualified applicants (SHRM).
For context on how far job search has moved online: in 2015, 79% of U.S. adults who had looked for work in the previous two years used online resources (Pew Research Center), and 28% of all adults had used a smartphone in a job search (Pew Research Center); Pew surveyed 2,001 adults by phone (Pew Research Center).
AI scoring is uneven. In a 2022 Journal of Applied Psychology study of 1,073 people in recorded mock interviews (Journal of Applied Psychology, Hickman et al.), AI personality scores agreed best with interviewers on extraversion, r = .65, and worst on emotional stability, .27 (Journal of Applied Psychology); test-retest reliability averaged only .50 (Journal of Applied Psychology), and the models' weight on what people said shifted about 40% between samples (Journal of Applied Psychology). An off-the-shelf tool, IBM Watson Personality Insights, showed no validity for some traits when run on interview transcripts (Personnel Assessment and Decisions, Hickman et al.). A 2021 study of 733 recorded interviews found that adding voice and visual signals to the words improved hireability scoring only marginally (ICMI 2021). In a 2024 experiment with 172 participants, being told an algorithm rather than a recruiter had scored their one-way interview made it feel creepier and less fair (Journal of Occupational and Organizational Psychology); in a 2022 thesis experiment with 287 people, attraction to the employer shifted only when they were told a human recruiter would decide (Middle Tennessee State University thesis). Training sets are small: a 2025 benchmark released 3,876 mock interview videos from 646 people (ACM Multimedia 2025), and a 2017 ETS and University of Rochester study used 1,891 recordings from 260 online workers (ICMI 2017), predicting hiring recommendations with an F-measure of 0.6 (ICMI 2017).
Video résumés need not hurt minority applicants: in a 2012 Dutch study of 445 applicants, ethnic minority applicants rated video résumés as fair as or fairer than paper ones (International Journal of Selection and Assessment, Hiemstra et al.). A 2025 study of bias in one-way interviews, with 626 mock interviewees and 523 real applicants, found recording-quality problems rare and only modestly related to ratings (European Journal of Work and Organizational Psychology). A 2019 experiment with 148 participants found a fully automated interview felt more consistent but less personal than a video call (Journal of Managerial Psychology, Langer et al.), and in a 2016 German study of 106 people who did a one-way interview, perceived usefulness and ease of use explained 34% of the variance in their attitudes (Frontiers in Psychology).
What laws govern recorded and AI-scored video interviews?
Illinois was first. Its Artificial Intelligence Video Interview Act took effect on January 1, 2020 and covers employers that use AI to analyze recorded video interviews (Illinois General Assembly). Before the interview the employer must tell the applicant AI may be used, explain how it works and get consent (Illinois General Assembly); it must delete the videos, including copies it shared, within 30 days of a request (Illinois General Assembly). Since 2022, an employer that relies only on AI analysis to pick who gets an in-person interview must report applicants' race and ethnicity to the state by December 31 each year (Illinois General Assembly), and the state must report on any bias by July 1 (Illinois General Assembly). A broader Illinois law, HB 3773, made discriminatory AI in hiring a civil rights violation from January 1, 2026 (Illinois General Assembly) and bars using zip codes as a stand-in for protected traits (Illinois General Assembly).
Maryland has required an applicant's signed consent before facial recognition is used to build a template during a job interview since October 1, 2020 (Maryland General Assembly). New York City has enforced Local Law 144, which requires a yearly bias audit of automated hiring tools, since July 5, 2023 (NYC DCWP); the State Comptroller's audit, which lists analysis of video interviews among the tools covered (NY State Comptroller), found the city received only two complaints through June 2025 (NY State Comptroller) and, where the city found one problem among 32 companies, auditors found at least 17 (NY State Comptroller). Fines run from $500 to $1,500 a day (NY State Comptroller).
In the European Union, the AI Act lists AI used to recruit and select people as high-risk (Annex III, point 4) (EU AI Act). It has banned AI that infers the emotions of people at work since 2 February 2025, with fines up to EUR 35 million or 7% of turnover (EU AI Act); the Act does not say whether job applicants count as people at work (EU AI Act). A 2026 amendment moved the high-risk duties for recruitment AI to 2 December 2027 (EU Official Journal). The UK's data regulator audited AI recruitment tool providers from August 2023 to May 2024 and made 296 recommendations (ICO), of which 97% were accepted in full (ICO); the audits left out biometric tools such as face and voice analysis.
In the U.S. federal government, guidance has thinned. The EEOC's May 2022 technical assistance on AI and disability, which named video interview software that rates facial expressions and speech, is no longer on eeoc.gov (EEOC, archived), nor is its May 2023 Title VII document (EEOC, archived). The Justice Department's guidance of May 12, 2022, which lists online video interviews among hiring technologies, is still published (DOJ Civil Rights Division). The EEOC's one AI-hiring settlement, $365,000 from iTutorGroup in 2023, was over software that rejected older applicants by age, not over video (EEOC).
What the popular recruiting video numbers really say
Six recruiting-video statistics recur on HR blogs, job-board pages and video vendors' sites. We traced each as far back as public records go. Two came from real surveys whose scope was lost in the retelling; one came from a job board's internal data with no method; the other three trace to vendor marketing with no study behind them at all.
"Job posts with video get 12% more views and 34% more applications"
It is CareerBuilder's internal data from about 2013, and it measured something narrower. The earliest copy we found is a CareerBuilder white paper, "Peak Posting Performance", captured in August 2013: job postings with video icons on its job board were viewed 12 percent more, and clients who added video got a 34% greater application rate, citing only "CareerBuilder internal data" with no sample or period (CareerBuilder, archived). CareerBuilder UK still hosts a later (2015) edition repeating the 34 percent figure (CareerBuilder UK). An application rate is applications per view, not a count of applications. LinkedIn's hiring pages repeat it as 12% more views and a 34% higher application rate (LinkedIn), Stack Overflow repeats it without attribution as a 34% greater application rate (Stack Overflow), a 2019 production blog as 12% more views and 34% more applications (The DVI Group), and a February 2026 vendor post as job ads with video generating 34% more applications (VideoMyJob). Use instead: no independent measurement of video in job posts exists that we could find. If you cite it, say "CareerBuilder, internal data, about 2013, application rate".
"Video job ads get 800% more engagement"
It has no study behind it. The earliest form we found is a March 2019 post by Hinterview, a UK company that sells video tools to recruiters, promising 800% more engagement with no study, sample or definition (Hinterview, archived). Firefish, a UK recruitment-software vendor, repeated it in 2024 as agencies "reporting" 800% more engagement, naming none (Firefish, archived). LinkedIn's video job-description page gives a different number, 1200% more engagement for video over plain text, credited to an unnamed "recent study" (LinkedIn). Use instead: LinkedIn's own measured platform figures, such as time spent watching video up 36% in early 2025, which say nothing about job ads specifically.
"80% of job seekers want video in job ads"
It comes from a 2014 UK job board survey with no published method. CV-Library, which had just launched a video job-description feature, said nearly 80% of candidates would be more likely to apply to a job with video in the description; no sample or dates were given (Onrec). Hinterview's 2024 report page repeats 80% without a sample (Hinterview, archived). The Gen Z form comes from Monster's 2019 State of the Candidate survey: 94 percent of 18-24 year olds agreed a video of a recruiter would help them understand a job, which is a different question (Monster). Use instead: Glassdoor's 2023 figure that 53% of job seekers look for more company information after reading a job post, which does not mention video either.
"75% of job seekers consider an employer's brand before applying"
A real survey, but CareerArc's, not LinkedIn's or Glassdoor's. The figure, 75%, comes from CareerArc's 2015 Employer Branding Study (CareerArc, archived), a survey of 1,369 working professionals and 218 HR professionals (CareerArc, archived). CareerArc sells social recruiting software and published no field dates; its own roundup still repeats 75% (CareerArc). LinkedIn's widely shared employer-brand PDF prints the 75% beside other sources (LinkedIn), and also cites a 3x trust gap between employees and the company (LinkedIn, archived). Use instead: cite CareerArc, 2015, with its sample.
"A strong employer brand cuts cost per hire by 50%"
No study can be found. LinkedIn's employer-brand PDF lists a 50% cost-per-hire reduction and a 28% turnover reduction, each credited only to "LinkedIn study, 2011" (LinkedIn, archived). What LinkedIn did publish, in March 2015, is that customers with a strong Talent Brand Index spent 43% less per hire on LinkedIn's own products than those with a weak one (LinkedIn); that is spending with LinkedIn, not total cost per hire. Use instead: the 43%, described as what it is.
"Video interviews cut time to hire by 60%" (or 10 interviews in the time of one phone screen)
The "Aberdeen" study behind it is not public, and its repeaters disagree. Spark Hire credits the Aberdeen Group with showing a recruiter can watch 10 one-way interviews in the time of one phone screen (Spark Hire); a Brazilian job board credits Aberdeen with a 60% cut in hiring time (VAGAS); a 2016 HR Daily Advisor column credits it with companies being 61% more likely to use video (HR Daily Advisor). We found no Aberdeen report with any of these. The most repeated current form, from 2024, up to 60% less screening time, comes from Hireflix's reading of 1,820 software reviews, not a timed study (Hireflix). The Unilever case is usually given as a 90% cut in time to hire, but the same article gives four months to four weeks, about 75% (Onrec). Use instead: Indeed's 2021 survey, where 74% of employers using virtual interviews cited faster hiring, which is a perception, not a measurement.
We started from the questions people search for about recruitment video statistics and looked for the organization that actually produced each answer. Every figure on this page sits in an evidence ledger with its source, the exact table or paragraph it came from, the measurement period, the population measured, and the date we checked it. This edition holds 241 figures from 58 publishers.
On November 1, 2026, each of the sourced figures on this page was re-fetched with the fetch cache cleared and matched against the recorded wording: LinkedIn's, Indeed's, Glassdoor's and TikTok's own pages and reports, the 10-K filings of Microsoft, ZipRecruiter, Workday, Paylocity, Kelly Services, Union Pacific and ExlService on SEC EDGAR, Recruit Holdings' annual reports, HireVue's, Spark Hire's, Willo's, iCIMS's and Greenhouse's own pages, surveys by Pew Research Center, SHRM, the American Staffing Association (fielded by The Harris Poll), Indeed, OfficeTeam and Resume Builder, BLS JOLTS, OEWS and Employment Projections data, the statutes and regulators' pages of Illinois, Maryland, New York City and State, Colorado, California, the EU, the UK ICO, the EEOC and the Justice Department, peer-reviewed studies, and the original pages behind each popular claim. bls.gov, indeed.com, glassdoor.com, EUR-Lex, ico.org.uk and leg.colorado.gov refuse scripts, so those rows were read through the BLS API or Internet Archive captures; two PubMed Central articles were matched through NCBI's E-utilities API after the site served a bot check. Our own figures come from a headless-browser read of the careers pages and one job posting of every S&P 500 company on the same day. We left out vendor surveys that publish no field dates (HireVue's 2025 candidate report, Greenhouse's 2026 candidate report, RecRight), reports behind forms (Talent Board), CareerBuilder's and Monster's candidate studies that survive only as reposts, and two study abstracts we could read only on a third-party library site.
We only cite the producer: government agencies, regulators, company filings and official posts, and the survey owner's own report. We do not cite statistics roundups, Statista-style aggregators, or salary sites without a public method. We did not bypass paywalls or sign-up forms; where a full report was gated, we used only the figures its publisher states publicly.
Figures marked "our calculation" are arithmetic on the cited numbers, and anyone can reproduce them:
This edition contains no Mark Studios customer data.
Limitations
Most interview-volume figures are vendor data. HireVue, Spark Hire, Willo, iCIMS and Greenhouse sell hiring software and count their own customers; HireVue's running totals mix one-way and live interviews and once went down.
The platforms' claims about job-seeker behaviour come from sellers. LinkedIn and Glassdoor sell employer-branding products; their sales-page multiples (8x, 2.6x, 24%) publish no comparison method.
No independent study measures what video in a job post does to applications. The popular figures trace to CareerBuilder's internal data from about 2013 or to vendor marketing; see the last section.
Survey years vary. The best-sampled attitude data, Pew's, is from 2018 and 2022; the employer adoption figures run from 2012 to 2025 and ask different questions, so they are not a trend line.
Our crawl sees one visit. 99 of 503 S&P 500 homepages refused a script or failed; video behind unlabelled buttons is missed; one posting per company stands in for all of its postings.
The lab studies are small. Most video-interview experiments use students or online panels, not real applicants.
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BibTeX
@misc{markstudios_recruitment_video_statistics_2026,
author = {{Mark Studios}},
title = {{Recruitment Video Statistics}},
year = {2026},
month = nov,
url = {https://www.markstudios.com/research/recruitment-video-statistics},
note = {Last verified 2026-11-01}
}
Our calculations and the evidence table are free to reuse with attribution and a link to this page. Each underlying figure remains the claim of its original publisher, and some publishers ask for a link when their figures are reused.
We re-verify every figure quarterly and when a major source publishes a new edition. The next scheduled review is February 2027. Corrections go to contact@markstudios.com.
Nov 1, 2026: First published with 241 figures from 58 publishers, each checked against its original source.
Nov 1, 2026: Two takeaways corrected: HireVue's interview count did not rise steadily (its late-2023 releases said 83 million, its 2024-2025 releases 70 million), and the d = -.41 rating gap covers telephone and live video interviews together.
Frequently asked questions
How many companies use video on their careers page?
About half of the largest. On November 1, 2026, 46.9% of the 343 readable S&P 500 careers pages showed a video player or a labelled click-to-play video in our read, and 60.1% linked to a YouTube channel.
Do job postings include video?
Rarely. Only 12.3% of the 235 S&P 500 job postings we could read showed video, and of companies with video on the careers page, only 17.2% carried it through to the posting.
Do job posts with video get more applications?
No independent study shows it. The common figure, 34% more applications, is CareerBuilder internal data from about 2013 with no sample or period, and it measured a 34% greater application rate (applications per view) for postings with video icons, not 34% more applications.
How common are video interviews?
Live video interviews were routine before the pandemic: 63 percent of U.S. HR managers said in 2012 that their company often interviewed by video. In 2021, 93% of U.S. employers using virtual interviews planned to keep them, in Indeed's survey. HireVue alone says it has hosted 80 million video interviews.
Do candidates like video interviews?
Most prefer in person: 70% of U.S. adults in 2022, against 17% for a video call. Among job seekers who had interviewed by video in 2021, 45% liked interviewing from anywhere and 33% felt they could not show their personality as well.
What do people think of AI analyzing video interviews?
Most reject it. In Pew's 2018 survey, 67% of U.S. adults said a program that scores videos of job interviews is unacceptable, and only 33% thought it would be fair. In 2022, 66% said they would not apply to an employer that uses AI to help make hiring decisions.
Is it legal to use AI on recorded video interviews?
Yes, with conditions in some places. Illinois requires notice, an explanation and consent, and deletion within 30 days of a request; New York City has required yearly bias audits of automated hiring tools since July 5, 2023; the EU AI Act treats recruitment AI as high-risk, with those duties now due from 2 December 2027.
Do video interviews change how candidates are rated?
Yes. A 2016 meta-analysis of 13 samples found interviewers rated candidates lower in telephone and live video interviews than face to face, d = -.41, and applicants reacted less favorably, d = -.36.
