Video interviewing is a powerful tool for global talent acquisition, especially in times of remote work and travel restrictions. It can help you streamline your hiring process, reduce costs, and enhance your employer brand. But how can you use video interviewing effectively and efficiently? Here are some tips to help you get started.
When selecting a video interviewing platform, it’s important to consider factors such as the quality and reliability of the video and audio, the ease of use and accessibility for both you and the candidates, the security and privacy of the data and recordings, the features and functionalities that support your evaluation and decision-making, as well as the integration and compatibility with your existing talent acquisition systems and tools. Finding a platform that meets all these criteria is key to achieving your goals while staying within your budget.
As someone who works in a global remote company, I have come to appreciate the advantages of using video interviews in our talent acquisition process. Video interviews have numerous benefits that can help make the hiring process more efficient, improve candidate evaluation, and enable better-informed hiring decisions. By incorporating video interviews into our talent acquisition process, we can increase efficiency, save costs, achieve time zone flexibility, reduce bias, enhance candidate experience, boost employer brand, and provide a more convenient and inclusive experience for candidates.
Choosing the right platform during the video interview is a key essential for a successful interview process. The platform UI should be easy to understand by all levels of candidates starting from Freshers to Business Leaders since its very important that the candidates should not feel any stress or anxiety during the interview because of these logistics. Else, they will not be able to perform to their full potential which will lead to Interview process failures.
Post covid trends of virtual interview rapidly increased. There are many benefits for companies and candidates in terms of time and cost. Most suitable candidates called for F2F round post shortlisted virtually
Video interviews can be one-way or two-way. The one-way video interviews allows the candidate to record a video as response to preset questions that is determined by the hiring team. One-way video interviews can be useful tools where there is high volume and it will help with the first selection of candidates. However, we also need to be aware of the candidate experience and the fact that some candidates may be nervous and the situation is unfamiliar for them. One-way interviews may also be open for bias in the assessment and instructions should be given to the hiring team on how to assess the candidate. Constructive feedback must always be given to the candidates rejected after a one-way interview.
As a recruitment professional, have you considered using video interviews to enhance your talent acquisition process? Here's why you should: - Reach a wider talent pool by breaking down geographical barriers. - Save time for both candidates and recruiters. - Enable enhanced collaboration with hiring managers and team members from different locations. - Significantly reduce costs associated with travel and facilities. - Assess candidates' communication skills, body language, and professionalism more effectively. - Conduct interviews in different time zones for global talent acquisition. Incorporating video interviews into your talent acquisition process can help streamline hiring.
Video interviewing requires a different approach than traditional face-to-face interviews. Open-ended and behavioral questions should be used to elicit specific examples and stories from the candidates. Additionally, questions that require complex or lengthy answers should be avoided as they may be difficult to follow or capture on video. To ensure effective evaluation of the candidates' skills, competencies, and fit, it is important to define clear and consistent criteria and scoring methods. Moreover, questions and criteria should be aligned with the job requirements, organizational values, and cultural expectations.
Whether it's a Video Interviewing Tool or any other mechanism, First of all, make sure you are genuinely interested in the Candidate and participate. Convivial conversation will help both the Recruiter and the Candidate to understand the competency and need. Rest is all theory and perception.
Video interviewing has been a game-changer. We can prepare questions that are skill and situational focused, helping to provide a well rounded evaluation of candidates. Also provides an opportunity to assess soft skills, communication and cultural fit. A big advantage is flexibility. Candidates can record their interviews at their convenience which can improve their overall experience and increases reach to a wider pool of talent. Video interviews are a great way of sharing candidate responses with hiring managers, facilitating a more collaborative approach. In summary, they have streamlined processes, enhanced the quality of assessment making a win for candidates and hiring teams.
I disagree - video interviews are no different than F2F interviews. A person is a person regardless of if in the same room or viewed through a camera. Granted there is an element of learning for the interviewer and interviewee in understanding where to look so eye contact is kept and framed correctly on screen etc
Video interviewing can be a new and unfamiliar experience for many candidates, so it's important to set expectations and instructions clearly and communicate them well in advance. This will help reduce anxiety and uncertainty, ensure fairness and consistency of the process, showcase professionalism, build trust and rapport with candidates, and demonstrate your employer brand. Some of the expectations and instructions you might want to share include the type and duration of the video interview (e.g., live or pre-recorded, one-way or two-way, panel or individual), the platform and device to be used with technical requirements and troubleshooting tips, the date and time of the video interview as well as who to contact in case of any problems, the dress code and etiquette for the video interview, best practices for setting up environment and equipment, questions asked and criteria assessed, and the format and structure of responses.
There's a risk of losing out on relationship building when conducting video interviews, so considering how to make up for this is crucial. I begin by making the prep email as conversational and informal as possible (coupled with an emoji or two), helping set the tone of the meeting. I ensure the candidate has accepted the calendar invite and often send a linkedin request prior to the meeting to put a face to my name. I start the interviews as informally as possible and look to maintain warmth and connection through the call. Even if the candidate isn't right for the role, creating a human connection goes a long way.
If you are interviewing candidates who are currently working onsite full-time, it's important to remember that they may have limited availability for a video interview, similar to having to take time off work for an in-person interview. Be respectful of their time and offer accommodations, if appropriate, such as allowing them to take the video call from their car or another location that may otherwise be deemed less professional. Video interviewing is all about accessibility and convenience for both hiring managers and candidates.
With video interviewing it’s really crucial to make sure the process is accessible and inclusive Making adjustments and using the tools available. For example blurring the screen, to avoid distractions. Share documents, such as a JD or company info using PowerPoint live, allowing people to follow at their own pace. Documents can also be translated into several different languages. Also allow live captions, which can be customised. Simple changes can help level the playing field for everyone!
Expectation setting and Instructions for tool usage and interview structure should be two-fold: 1. Recruiters/Coordinators should have a prep conversation to go over the process and what to expect and a 1 pager login instruction guide should also be sent a few days prior to allow time for the candidate to prep their technology and environment for best results. I also recommend candidates to either view the company website for examples of they culture, interview style, interview examples and or look at Google for more information as well.
I believe that this piece is often forgotten. We get the platform set, talk about the interview questions, set the meetings and go..... We forget that there is someone on the other side that may have no idea what to expect. Putting together a simple (somewhat universal) set of expectations and instructions can improve the process significantly. For example, sharing that you need all parties to be in a well-lit environment without distractions is huge! If you need camera on, that should be specified in the instructions. If you need the person to share their screen, including instructions on how to do so instead of assuming that they know is important. All of this offers consistency, alleviates anxiety and offers security.
Prior to the video interview, it's important to make sure that all of your equipment and connection are working properly and that you have a backup plan in case of any glitches. During the video interview, make sure to introduce yourself and the purpose and agenda of the video interview, as well as to ensure that the candidates are comfortable and prepared. Maintaining eye contact and body language that show your interest and attention is essential, as well as avoiding any distractions or interruptions. Additionally, ask your questions clearly and concisely, listen actively and empathetically to the candidates' answers, provide feedback and encouragement, and allow them to ask questions or clarify anything. After the video interview, don't forget to thank the candidates for their time and participation. Finally, inform them of the next steps and timeline.
While doing a Video interview, it's not just important for the candidate to be well dressed and have right body language, but for the interviewer as well since they are representing their organization while conducting an interview. The interviewer's behavior during an interview depicts the company's culture and values. Hence, the interviewer should be respectful and considerate towards the candidates.
Increase the use of case studies and prepared material for candidates to present during the video interview. This will give better insight into how the candidates actually work.
In virtual interviews, remember to smile, as it fosters comfort and reduces stress. If you're taking notes on another monitor, inform candidates and maintain a considerate volume. Virtual interviews save time and are ideal for initial screenings. However, for roles with hybrid or on-site requirements, consider inviting candidates to visit the site. This allows them to assess the surroundings, culture, and logistics, ensuring a good fit.
In my view, conducting a successful video interview requires meticulous preparation and a seamless execution. Before the interview, ensuring equipment and connections are operational, with a contingency plan in place, is vital. During the interview, building rapport through introductions and a clear agenda, maintaining attentive body language, and minimizing distractions are key. Effective communication entails precise questioning, active listening, and constructive feedback, encouraging candidates to engage and seek clarifications. After the interview, expressing gratitude for their participation and providing clear next steps and timelines ensures a positive candidate experience, reflecting well on your talent acquisition process.
A video interview should be conducted no differently than an in-person would. 5-minute introductions and role/responsibility overview; 30-minute functional behavioral Q&A (conversation flow is best); 5-minute circle back on prior questions unanswered or clarification; 5 minutes candidate time to ask questions. If done right, 45 minutes for a solid behavioral interview that provides both functional/behavioral signals and a great experience for the candidate and the interview should be plenty. My rule of thumb is 3 main interview questions with deep-dive follow-up potential. The rest of the conversation and candidate questions.
After the video interview, you should review and follow up with the candidates and your team. You can watch or listen to the recordings and compare them with your notes and scores, then share your feedback and ratings with your team. Make a shortlist of those who meet your criteria and fit your expectations, then notify the candidates of the outcome and provide constructive and respectful feedback. It's important to keep in touch with the candidates until the final decision and offer are made. Video interviewing can be a great way to improve your talent acquisition process if used wisely and effectively; it can help you save time and money, reach more diverse and qualified candidates, as well as enhance your employer brand and reputation. Consider these tips and start using video interviewing to your advantage today.
As a leader, I have found this to be a great teaching point. It allows you to see your team in action and understand how they respond in certain situations. Video interviewing saves time and money for the company many times, and when done well, it can be a great tool for evaluating and hiring top talent.
Video interviews can help reduce unconscious bias by focusing on qualifications and skills rather than superficial characteristics and when using video interviews, organizations can also provide implicit bias training to interviewers, making them more aware of their potential biases and better equipped to conduct objective assessments.
I would add that video (virtual) interviewing may seem standard in 2023 after nearly 4 years of virtual work. However, there was once a time not too long ago when in-person interviews weren't just a preference, but a rule. The often overlooked benefits of virtual interviewing are cost (save money on travel/accommodations for candidates); scalability (much easier to scale up and down with virtual); candidate experience/flexibility (candidates don't have to take time off or travel, they can take interviews from where they are); Logistics (virtual interviews require far fewer logistics to schedule than in person); Physical space (companies don't need interview rooms or floors designated to interviewing when interviews are virtual).
While video interviews can be great, just make sure you use them in the right part of the hiring process. Generally speaking, you'll want to avoid video interviews at the screening stage, because you'll then need to manually grade lots of answers, which will quickly become a huge bottleneck. Also, video answers are subject to a lot of potential bias and discrimination. At the screening stage, you're better off going for a more objective, unbiased way to evaluating candidates that doesn't require a human to make a subjective assessment. For example skills-based testing or IQ testing.