Hiring through video interview


Hiring through video interview

In 2018, 49% of hiring managers and recruiters said that video interviews were a part of their recruitment process. 

Many employers have sent their entire workforce remote in response to the COVID-19 pandemic, which puts recruiters in a unique position. In order to stay in touch with candidates and continue the hiring process, video interviews are a must.

This means that 1 in 2 interviews are conducted through video. In 2020, they are fast becoming the preferred method for hiring managers. Utilising video during this period of uncertainty means that you do not have to stop your recruitment process. In fact, by proactively recruiting you could be ahead of your competitors to reach the best talent.

Why use video

Video interviews can be more convenient, and less time consuming than traditional face-to-face interviews. Moreover, video interviews are fair where candidates may be limited financially and geographically to usually interview on short notice. A video interview can be conducted by any candidate with a computer and an internet connection – or even just access to a local library. This allows companies to widen their search and gives all candidates an equal opportunity. They are also a baseline test for candidate’s technology skills. If a candidate can set up a successful video session, then they must have a decent baseline knowledge of technology. 

Preparation for a video interview

Again, whether your team has experience with video interviews or not, it’s important to thoroughly prepare for the unique challenges and nuances of adapting to a digital interview process. An unpolished process can come across as unprofessional and even damage your employer brand.

However, putting in the work upfront to document and test procedures will go a long way in maintaining a positive candidate experience. Remember, failing to prepare is preparing to fail. Use the following tips to implement a strong video interview process.

Real-time vs. Recorded 

There are two main options for video interviews; they can either be live interviews or pre-recorded videos.

Video interviews have become normal practice for many large companies, proving popular with hiring managers and HR teams alike. Pre-recorded video interviews are a relatively new method but are growing in popularity. Pre-recorded interviews involve question and answer multiple choice or open text questions, or recorded video answers from the candidate. Both options allow for candidates to be comfortable and relaxed in their environment. 

A live interview very similar to an in-person interview and should be conducted as so. Potential employers can ask the candidate questions in real-time; not too dissimilar to in-person interviews. This is an opportunity to get to know a candidate 

You can interview an app, such as Skype, Google Hangouts, FaceTime, Zoom or other video conferencing programs. 

In the case of pre-recorded interviews, the footage can be reviewed and analysed multiple times. This type of interview feels much less like an interview and more like a formal exercise. You’re not talking to the candidate in real-time. Rather, the candidate is listening to questions and preparing a response.

Candidates often find that these types of interview feel quite stiff, awkward and unnatural. Rather than a conversation with a human – which feels natural despite the added pressure – this is essentially a series of video exercises.

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Ask Consistent Questions

Regardless of interview format, it’s vital that you ask all candidates a consistent set of questions. Continue to use the questions you’ve outlined for in-person and onsite interviews. That way, if interruptions happen — as they’re likely to during video interviews — you’re better prepared to evaluate and compare candidates based on the merit of their responses. Additionally, use an interview scorecard to remain unbiased in your evaluations.

Have a backup plan

No matter how many times you test your video interview software, problems can still occur. In the event that video or audio functions aren’t working, internet access becomes unstable or surroundings are no longer conducive to an interview, have a failsafe in place. Whether you default to a phone call or switch to FaceTime, ensure you have an alternative method for conducting the interview.

Talk with the candidate about what is most convenient for them. If internet access is the issue, they may need to switch to a phone call. Alternatively, if background noises become too much of an interruption, you may have to reschedule the interview altogether or switch to a pre-recorded interview. Again, remote work poses unique challenges for everyone; being flexible and accommodating will make candidates feel more at ease and improve your employer brand.