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How do you prepare for a video interview in full-life cycle recruiting?

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Video interviews are becoming more common in full-life cycle recruiting, especially in the current remote work environment. As a recruiter, you need to prepare for these interviews as much as you would for face-to-face ones, if not more. Here are some tips on how to ace your video interviews and impress your candidates and clients.

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1 Check your tech

Before the interview, make sure your device, internet connection, camera, microphone, and software are working properly. Test them with a colleague or a friend and troubleshoot any issues. Choose a platform that is easy to use and compatible with your candidate's device. Avoid using multiple windows or tabs that could distract you or slow down your system. Have a backup plan in case of technical glitches, such as a phone number or an alternative platform.

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Jagathpathy Suthan

Associate Trainer- L&D at IMCS GROUP | Voice/Communications & People Coach | Soft Skills Trainer/Teacher | Social Work Professional | Motivator | Traveler | Head Hunter | LinkedIn Open Networker (L.I.O.N)
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Preparing for the same 15-20 mins before is ideal so as to ensure that things are in place and the interview begins as scheduled on time.

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2 Set up your space

Find a quiet, well-lit, and professional-looking space to conduct your video interview. Avoid background noise, clutter, or anything that could interfere with your image or sound quality. Adjust your camera angle and lighting to ensure your face is visible and clear. Dress appropriately for the role and the company culture, and avoid wearing anything too flashy or distracting. Make sure you have everything you need for the interview, such as your resume, notes, questions, and a pen and paper.

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Jagathpathy Suthan

Associate Trainer- L&D at IMCS GROUP | Voice/Communications & People Coach | Soft Skills Trainer/Teacher | Social Work Professional | Motivator | Traveler | Head Hunter | LinkedIn Open Networker (L.I.O.N)
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The looks matter be it the room or the Recruiter both should look more presentable in the sense that it is formal. Also as for the client if you are a Service Delivery Specialist there you better tidy up coz what you present and how you present sells and earns you the client.

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3 Establish rapport

One of the challenges of video interviews is building rapport and trust with your candidate. To overcome this, you need to be friendly, attentive, and engaging. Start the interview with a warm welcome and a brief introduction of yourself and the company. Smile, make eye contact, and use positive body language. Show interest in your candidate's background, skills, and goals. Use open-ended questions, active listening, and feedback to create a dialogue and avoid awkward silences.

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Bonu (Khurshida) K.

Your Talent Acquisition Partner at the AGCO | Possibilities are Endless | One Step at a Time
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Also, it is helpful to mention to the candidate that they can ask the recruiter to paraphrase or repeat the interview questions. Ensuring that the candidate understands the question well is vital. In addition, I would share that my eye contact might not be at its best because I would be taking notes/typing while the candidate responds to the interview questions. Providing the candidate with information about the structure of the interview process usually puts them at ease because they know what comes next in the process.

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Jagathpathy Suthan

Associate Trainer- L&D at IMCS GROUP | Voice/Communications & People Coach | Soft Skills Trainer/Teacher | Social Work Professional | Motivator | Traveler | Head Hunter | LinkedIn Open Networker (L.I.O.N)
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The rapport is more of a connect that helps you to stay in touch with the candidate even after being on a job. It starts from the very first conversation, making it easy for them to communicate freely and yes deploying open ended questions to screen them for an interview. Good rapport can help the candidate and the recruiter as in case if it is an assignment the candidate can confidently reach to the same recruiter for another assignment. It is a win-win for both.

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4 Assess and select

The main purpose of your video interview is to assess and select the best candidate for the role and the company. To do this, you need to have a clear understanding of the job requirements, the company culture, and the candidate's fit. Use behavioral, situational, or competency-based questions to evaluate your candidate's past performance, potential, and personality. Use a rating system or a scorecard to compare and rank your candidates objectively. Follow up with references, tests, or assignments if needed.

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5 Follow up and close

After the interview, you need to follow up with your candidate and your client to keep them informed and engaged. Send a thank-you email to your candidate within 24 hours, summarizing the main points of the interview, highlighting their strengths, and addressing any concerns. Ask them for their feedback and availability for the next steps. Communicate with your client about your candidate's suitability, strengths, and weaknesses. Provide them with a shortlist of candidates and help them make the final decision.

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6 Review and improve

As a full-life cycle recruiter, you need to constantly review and improve your video interview skills and processes. Solicit feedback from your candidates and clients on how they experienced the video interview and what they liked or disliked. Analyze your own performance and identify areas of improvement. Keep track of your video interview metrics, such as response rate, completion rate, time to hire, and quality of hire. Use this data to optimize your video interview strategy and best practices.

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Kim Babcock

Talent Acquisition Director
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After you have been a recruiter for years it can be easy to fall back on the same strategies and questions for candidates. One thing I do is check in with new hires at 30 days after their start date to see how they are doing. One of the questions I ask is about our recruiting process. For example, did you feel we were transparent about the position and the responsibilities, did we make you feel comfortable during our interview process, did we communicate well and often enough to suite you, what did you like best about our process, and what can we improve on during our recruiting process? This has been helpful in keeping me current with trends and helping me and our HR team stay fresh while working on our internal growth.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you prepare for a video interview in full-life cycle recruiting?

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1 Check your tech

2 Set up your space

3 Establish rapport

4 Assess and select

5 Follow up and close

6 Review and improve

7 Here’s what else to consider

Full-life Cycle Recruiting

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