Video Interview: 9 Tips to Hire First-Rate Employees

Today, technological advancements have enabled us to carry out interviews at our convenience, and virtual interviews are among the best examples in the case when time and location are considered. With that in mind, the 9 following tips may be a valuable addition to your hiring manual to hire first- rate employees.

What Are the Most Common Types of Video Interviews?

Two-Way Video Interviews:

The first frequently used type of video interviews is two-way, also known as live video interviews. Accordingly, both interviewers and interviewees will have the virtual invitation to the same video call and conduct the interview no matter where each is located. This type of interview is a favorable choice when: Applicants and recruiters are physically present in different places and cannot meet in person. Interviewers want to both quickly shortlist suitable candidates from a large number and reasonably spare added interview logistics such as room reservations and personnel. Recruiters are recruiting for executive level or competitive/ hard-to-source positions

One-Way Video Interviews:

Another common type of video interviews is one-way, otherwise known as pre-recorded video interviews or on-demand video interview. The recruitment team has designed a set of instructions and questions, then interviewees will have access to a portal to record and submit their answers in video kinds. On-demand video interviews are considerably advantageous in the screening round where recruiters aim to identify potential candidates in accordance with their job requirements. To job seekers, they will feel more at ease in their space. They will have time to carefully prepare for their answers when they know the questions in advance. For good measure, they are allowed to choose the best performance among various attempts to submit so they can make positive first impressions.

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Essential Tips for Video Interviews

For Both Types of Video Interviews

Before implementing video interviews, you should identify the purpose and methods by taking the following factors into consideration:

• Candidates’ locations
• Locations of the positions that the candidates apply for (whether these positions are remote-jobs or location-specific)
• Particular credentials of positions

For Two-Way Video Interviews:

Tip 1. Questions:

For starters, recruitment staff should plan ahead the list of relevant questions. In the invitation emails, inform the candidates of what they need to prepare, from technical devices to the matching browsers. Detailed guidance is highly recommended.

Tip 2. Logistics

Before getting started, ensure the interview logistics, namely video equipment and Internet connection, work smoothly. Should any technical problems happen, try not to panic. Keep calm and initiate some follow-ups. You can repeat bits of what applicants have said that you can catch, to keep track of the conversation. Providing a back-up solution with candidates’ phone number for phone interviews should technologies not work. Likewise, make sure the interviewers’ background is interview-friendly, including lighting, noise control and privacy to entirely focus on the meeting. If your video interview software allows, consider adding a professional virtual background. Additionally, as an interviewer, you represent your company, so remember to show up appropriate and presentable, not only in appearance but also in manners. This is an ideal way to show respect to your prospective candidates.

Tip 3. Eye Contact

Throughout the interview, try to maintain eye contact with the applicants. This manner shows that you are attentively listening to candidates, giving them comfort and confidence.

Tip 4. Security

One more important tip regarding online interviews is to ensure the meeting restrictions so that strangers are not allowed to jump in unexpectedly and interrupt the conversation, thus avoiding any unnecessary disruptions.

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For One-Way Video Interviews:

Tip 1. Question Process

You should decide how applicants can process interview questions. You can factor in the communication forms, the thinking time, and the number of takes allowed, for example. It would also be a good idea to include practice turns so interviewees can familiarize themselves with this type of interview before answering the questions for real.

Tip 2. Skill Assessment

Similarly, this interview format can serve as part of a skill assessment when you have a large candidate pool. For that reason, keep your questions job-centered to allow candidates to demonstrate specific skills in relation to the positions.

Tip 3. Instructions

Simultaneously, you should give simple and clear instructions about the video interview when you send the candidates interview invitation emails. Such instructions can range from how to join the platform to what they are expected to perform to who to contact should problems arise. These instructions will also improve candidate experience as they can appreciate the recruiters’ meticulousness and consideration.

Tip 4. Human Interactions:

One last tip is that one-way online interviews tend to lack human interactions. Consequently, candidates fail to learn more about the company and recruiters are unable to answer questions and promote candidate experience. To address this issue, try delivering personal and considerate thank-you letters even to rejected applicants.

Conclusion

It would be a huge waste not to make use of available video equipment to conduct online interviews when the time comes. Recruiters could always use some help from video interviews to improve the effectiveness of their recruitment process. In this regard, we hope that recruiters may learn a thing or two from this list about a new effective way to find qualified candidates.