How do you handle technical issues and glitches during video interviews with ATS?

When technical glitches strike during video interviews, I prioritize keeping the experience smooth and professional. I stay calm, acknowledge the issue, and ensure the candidate feels reassured. If needed, I reschedule quickly, emphasizing that their time is valued. I view these moments as opportunities to showcase adaptability. As we navigate the future of remote recruitment, mastering these challenges will only strengthen our ability to lead in a tech-driven landscape. After all, the real focus is on human connection, not the tools. That’s where the magic happens.

One positive side-effect of the Pandemic was the survival of companies who could turn on a dime. The increased use of technology was, and has continued to be, a reinforcement of that aspect. Video interviews have been an invaluable resource for Recruiters and Hiring Managers. We have an opportunity to "meet" a candidate to be able to make a visual and character assessment that cannot be completed with a simple phone call. And, it gives the candidates the chance to do the same. Win-Win! Though nothing beats an in-person meeting, video interviews have proven to be an integral part of the hiring process, saving money, time, and resources.

We implemented video screens eight months ago and the quality of the candidates seemed to increase and not decrease. It's also made my response times quicker between the candidates and hiring manager and enabled busy candidates to complete screens on their own time without trying to sync our schedules.

In a world where we try to be more inclusive, video interviewing has allowed us to remove geographical barriers by interviewing candidates elsewhere in the world. This increases diversity in it's own when you think about it. Furthermore, having candidates set up a video call in an area where they feel most comfortable is the best thing. Think about! If you're hypersensitive to light, sound or whatever, you can choose your own setup when going to a video interview, vs. the interview in a space you are less familiar with and comfortable with. Candidates who feel comfortable during the interview are more likely to succeed the interview process, so we should all want this.

There is a lot of uncertainty about completing an automated process. Candidates are already burned by ghosting and resume black holes and they don't want an extra step that leads to nowhere. Hiring managers should select the candidate they would like to speak to before the recruiter sends them through the video screen.

When I prep a candidate for a video interview, I not only encourage them to test equipment and do research on the company, I emphasize to look directly into the camera instead of the screen. Even though it's not traditional eye contact, it serves the same purpose.

Check your background and be ready to be enthusiastic and professional. Your pets should not be roaming around in the back and you should be dressed nicely. Also, don't trash talk the video screen step during the video screen. It seems basic, but I've had some candidates record at the end that they despised the process. This is not the impression you want to give.

We are at the mercy of technology. At the beginning of the video interview, I always start off with, "If we lose our connection and can't re-establish it, I will call you on your phone." At least we can continue the conversation until a video connection can be re-set.

Before you start, have a phone number or email address for the recruiter or human resources. If a technical error occurs, request assistance. Most people understand and will be happy to help.

Here are some tips to handle technical issues and glitches: 1.Preparation: Test equipment and the video platform beforehand. Familiarize yourself with software features. 2. Communication: Immediately inform the interviewer of any technical issues. Clearly communicate the problem and seek guidance. 3. Troubleshoot Quickly: Attempt to resolve issues promptly. Restart devices or adjust settings. 4. Stay Calm and Professional: Remain composed and apologize for any inconvenience. Express gratitude for understanding. 5. Reschedule if Necessary: Propose rescheduling if issues persist. Offer alternative dates and times. Use 6. Phone as Backup: Offer to continue the interview via phone.

Your video conferencing solution will fail. No way around it. With interviewing, I ask the candidate to use the option of dialing in to the meeting via their phone and I'll do the same. That way, if the video freezes, we still have a phone connection to fall back on. Asking for the candidate to dial in also gives you an opportunity to see what sort of effort the candidate is willing to put in to impress you. There are extra instructions to follow, steps to go through, more to manage. If they can seamlessly set up their phone and their video at the same time, that's a great start to an interview.

I have direct experience with a follow up thank you note. Once I was in the running for a very competitive position. After the interview I sent a thank you note to the hiring manager that contained a few highlights of our conversation (i.e. "As we discussed, the skills I bring to the table are..."). I got the job! The hiring manager told me that I was selected specifically because I followed up with that note. ALWAYS send a "thank you!"

We review screens daily but it's always nice when a candidate emails me to say they've completed it. We encourage the dialogue with candidates.