Video Interviews and What Can Be Learned From Them.

I was recently asked for my thoughts for an article regarding what a candidate should look for during a video interview as it relates to evaluating the company’s culture.

We have more and more clients doing video interviews prior to the live interview, so this is a very appropriate and timely topic. (I also have a list of “Video Interview Tips” that I send over to a candidate, prior to their video interview that I’d be happy to share.)

In terms of “evaluating a company’s culture during a video interview”, here are some thoughts:

As an Executive Recruiter, I never view my role as trying to talk a company into hiring a particular candidate. Nor do I view my role as trying to talk a candidate into moving to a different company. I view my role as primarily “helping both sides gather information about each other.” A video interview is not as good as a live interview in terms of accomplishing that task, but it’s certainly better than a simple phone interview.

However, there are certainly a lot of “clues” that a candidate can gather during a video interview:

First and foremost, they can gather information as to how the company treats their employees. I refer to this as, “The Golden Rule”. In other words, do they treat the potential new employee the way that they would want to be treated?

Things to look for during the video interview would include:

? Does the interviewer start the interview on time, or are they running late? (Once again, looking to be respectful of the candidate’s time.)

? Are they fully engaged or are they distracted? This can help the candidate ascertain the “Sense of Urgency” to fill the role. In other words, if the interviewer is fully engaged, then it might indicate the level of importance that the interviewer’s supervisor has placed on filling this role quickly. Conversely, if their mind is wandering and they appear to be more interested in checking their email, then a candidate might assume that the priority is low, and they may want to think real hard before leaving their current employer.

? Does the interviewer seem to be “put off” or “bugged” by the fact that they have to perform the interview, or do they sound happy to have the opportunity to interview the candidate? (Same explanation as above.)

? What type of questions does the interviewer ask? Is the company’s corporate culture more interested in experience, connections, or technical expertise? Or are they more interested in what “type of person” you are? (Character traits, etc.)

? Does it sound like it’s their first time interviewing a candidate? Possibly indicating that you might be higher-level than the person you’re being interviewed by. 

? Do they fire questions at you like you’re on a game-show, or is it a more relaxed, back-and-forth conversational tone? This can give you an indication of what type of company and/or boss you’d be working for.

? What is the interviewer wearing? This can help you understand if the environment is more “Suit & Tie” or “Jeans and Sandals”, or somewhere in between.

? What does the foreground and background look like? It’s hard to get the “Flavor” or the “Feel” of what it would be like to work there, but you can pick up hints in terms of the type and size of the individual office or conference room, the type of art work or “inspirational posters” on the wall, etc. What type of computers or equipment does the company use? Are they new and up-to-date, or are they old and worn out? This can give an indication of the company’s cash-flow and/or willingness to invest in state-of-the-art technology.

? Above all, does the interviewer sound happy to be working there? Assuming that this person might be your boss someday, does he or she sound like someone that you’d enjoy hanging out with for 8+ hours per day? (We refer to this as “The Beer Factor”. In other words, would you want to go out for a beer with this person after work? ?)

? Does the interviewer make the “Next Steps” clear in terms of the interview and hiring process? This shows professionalism, respect, sense of urgency, and a strong process-driven culture.

? Does the interviewer allow enough time for the candidate to ask questions and do those questions get answered to your satisfaction? (Showing openness and cooperation and maybe even a desire to “sell the candidate” on the role.

? How does the interviewer answer questions about Corporate Culture, work/life balance, travel expectations, etc.? 

? And lastly, do they thank the candidate for their time? Back to the whole “Golden Rule” theme. 

Bottom line is that interviewing via video vs. live puts you at a disadvantage. But there are definitely clues that you can use to gather information to help yourself decide if you should invest more time in the interview process with this company.

Good luck!

Paul