Video interviews are downright mainstream.
Who’s doing it? Google, Apple, Facebook, Twitter and Dropbox are, to name a few. Many recruiting agencies have added video to their interviewing processes and you should consider doing so, too.
Why? Video interviews are the perfect way to screen candidates to see if they should move forward in the hiring process. You can use a video interview to measure personality and culture fit, decrease your time-to-hire and reduce the costs associated with interviewing.
There are two types of video interviews:
- One-way video interview: Also known as on-demand video interviewing, this is not a live interview. The candidate looks into a camera and answers questions put to them by a software program, and then you receive the video to review later.
- Two-way video interview: Also known as live video interviewing, this is where you conduct a live interview with the candidate through a webcam.
(One-way video interviews are not getting the best press, by the way. In a survey conducted by Software Advice, 57 percent of candidates said they preferred a live video interview to a pre-recorded one; in Forbes, author and CEO Liz Ryan called the one-way interview a “recruiting abomination.”)
Whichever way you go, it’s time to start conducting interviews by video. The following five tips will help make it a great experience for everyone involved.
1. Get the right tools
Every platform has its pros and cons, so look into each one and measure it against your agency’s needs. Most of the above-mentioned services facilitate one-way and two-way video interviewing and permit one or both parties to participate via mobile device. Not all allow interviews to be recorded, which is vital if you want to review the interview.
2. Brand the one-way video interview experience
This tip is applicable to the on-demand experience, because many software platforms give you an opportunity to add branding elements to the video interview.
For example, include content and short videos that describe key points about the position, the company’s values and workplace culture, and more about you and your agency. Give the candidate an idea about who they’re doing this for; you don’t want to be a faceless entity.
3. Think about candidate experience
Eighty-three percent of job seekers said a negative interview experience can change their mind about a role or company they once liked, according to LinkedIn. You must, through the entire process, consider how you can make the experience easier for the candidate. To that end:
- Provide clear instructions on the process ahead of time, including the names and titles of anyone else who may participate.
- For one-way video interviews, choose software that lets candidates practice using the recording features and offers checklists for camera, lighting and sound tests.
- Let them know what comes next and your timeframes for making a decision.
- Show that you care about them and their time.
Candidates are potential brand advocates for your agency, and they should feel valued, whether they get the job or not. Read this post to learn more about improving the candidate experience.
4. Prepare and practice
This part is much like the in-person interview. Prepare the appropriate behavioral and/or situational questions that help you get to know the candidate. Practice your presentation, paying particular attention to your eye contact; it’s tempting to check yourself out on the monitor, but don’t. Look into the camera, so the candidate feels like you’re looking at them.
5. On the day of the interview
- Ensure that your equipment and software are set up and working.
- Limit background distractions, noise, incoming calls, etc.
- Be professional, dress professionally, and smile.
What have you learned about video interviewing?
Did we miss anything? Share your video interviewing tips in the comments below. And for more great advice and insight about the recruiting industry, check out our other posts on the TrackerRMS blog.