There is no doubt that we are experiencing a unique moment in our lives. Naturally, the situation may be a cause of uncertainty in companies, particularly regarding hiring plans.
However, for those businesses that are still hiring, technology has come to the rescue. Tools, such as video interview software, are helping to keep people safe by eliminating the need to meet in person.
Leveraging technology to continue recruitment efforts
Although many organisations will already have contingency plans to cope with the months ahead, SMEs face a landscape of uncertainty that professionals at all levels are learning to manage day by day.
Of course, the decision to continue hiring will depend on several factors, including the sector in which the company operates, the nature of the business and changes in demand as a result of the pandemic. However, it is clear that the adoption of dedicated technologies will have a long-term effect on the recruitment sector. Video job interviews use audiovisual technology, therefore they can take place anywhere.
Advantages of video interviews
The tools that facilitate remote candidate screening offer many advantages compared to a face-to-face interview, including:
- Saving the candidate time by eliminating the need to travel.
- Improving the convenience for the interviewee due to the at-home set up— also making the moment less stressful.
- Interview recordings mean the interview can be viewed multiple times by several people.
- Allowing the list of candidates to be extended to those who are physically far from the company’s headquarters.
Video job interviews can be executed in many different ways. Here are three examples:
- Streaming video: Similar to a traditional video conference setup.
- Video recording: The recruiter sends one or more questions to the interviewee (who then captures their answers on video.)
- CV video: A great alternative to a covering letter whereby the candidate video records a brief explanation of their experience, motivations and ambitions on camera.
Tips for conducting a successful job interview video
It is important to understand how to best evaluate candidates through video interviews. Below we have compiled a series of suggestions to make a good job interview video and to identify the best candidates:
1. Pick the right software
It is essential to choose a tool that suits your needs. Do you usually conduct individual interviews or group sessions? Do you prefer streaming or recorded mode?
Presentation videos, a database of questions, assessments or training sessions are some of the features of staffing agency software.
Some video interview solutions facilitate the use of video presentation of candidates, to make a pre-selection and filter based on the experience of the interested parties. These features allow you to get to know the candidates before inviting them to a fact-finding interview.
Other tools use a series of algorithms to choose the most qualified candidate and the one that best suits the requirements of the job position.
Learning about your tool for interviewing and managing each of its features is vital to take advantage of all its advantages.
2. Make sure that the video interview respects all stages of the traditional job interview
A traditional interview begins with the greeting of the candidate in reception and with a brief informal conversation to put them at ease. As far as possible, the video interview must be able to replicate the structure of a presidential meeting: Presentations, questions and answers, closure and information on the next steps.
Thinking about all the phases of a video interview and learning to structure them according to a period of time is fundamental in order not to leave out any of the questions and to correctly evaluate the candidate.
3. Prepare a list of questions to evaluate the key skills for the position
To ensure a positive experience for the candidate, the recruiter should prepare a list of questions to focus on the context and requirements for the position offered.
Just like a traditional job interview, the candidates should prepare information to share about themselves and their experiences. In these cases, a previously prepared script may come across a little rigid. However, having a set of bullet-points to help the interview flow is a good idea.
They should also pre-consider questions to ask the interviewer to get to know the ins and outs of the job role better. Again, a written-down list of questions works well in this situation.
4. Do not exceed the optimal duration of the interview
The most important advantage of video job interviews is that they significantly reduce waiting times. The candidate doesn’t have to deal with rush-hour traffic or sit in reception until the interviewer is ready.
Make sure to start the interview on time, at the agreed time, and to structure it so that it can last between 30 and 45 minutes. If for specific needs you cannot meet this time limit make sure that, in any case, the interview never exceeds 60 minutes. Beyond this threshold, tiredness and fatigue can lead to a loss of clarity and focus on both sides. It’s better to reduce the time of the meeting to ensure quality interaction.
5. Pay particular attention to non-verbal communication
Non-verbal communication can be just as important as verbal communication. In the case of a video job interview, the small gestures are especially relevant as you do not have the opportunity to evaluate the candidate face-to-face. For example, is the location of the webcam ideal for promoting interaction?
In remote interviews, attention to detail also translates into the choice of location for the meeting. It is not the same thing to interact with a candidate who speaks from their desk with an excellent WiFi connection than to try to speak with someone who is immersed in the chaos of a kitchen at lunchtime or is live from the balcony.
All these small elements will help you form as accurate of a first impression as possible.