9 Tips for Conducting Effective Video Interviews for Campus Recruitment
In the brave new world of remote communications, technology has advanced considerably to provide the best possible interface, barring difficulties like the number of persons who join a meeting at a given time, audio quality, etc. In this newly developed virtual world, video interviews have acquired a strong foothold in recruitment and hiring. Simply put, video interviews are a means of assessing a candidate’s skills virtually, unlike the traditional interviews that had to be conducted in person. Video interviewing platforms are gaining popularity among recruiters for their flexibility and unconstrained execution. The experience saves recruiters the fatigue of commuting across cities and other anxieties involved in traditional interviewing processes. Campus recruitments are mostly conducted to hire huge volumes and the recruitment teams are smaller in number. Virtual interviewing helps overcome the challenges of space, time, and sheer exhaustion that can compromise objectivity.
Video interviews are of two types – Synchronous and Asynchronous.
Synchronous interviews are live interviews conducted over the internet wherein both the candidate and the interviewer are present.
In an asynchronous interview, candidates share a recording of their answers to on-screen questions. The interviewer is not present during the session.
While video interviews have several benefits for a job seeker, the key value is towards the candidate’s profile. Video interviews are a platform for candidates to showcase their background and elaborate on various facets that make them a good fit.
Essentially, what sets apart the virtual hiring process is the time and money saved and the competitive insight it offers. Also, virtual hiring processes enable collaboration.
These advantages of video interviews notwithstanding, there are a few challenges to be overcome, the primary one being an impersonation. i.e. when the identity of the actual candidate doesn’t match with the candidate who is being interviewed. The second most common challenge is that of internet bandwidth issues on either side, which can hamper the quality of the interview.
Here are some tips that can help streamline the video interview process.
1. Take notes or record the interview
Traditional, i.e., face-to-face interviews often require decisions to be made in the course of an interview process. Decisiveness is quite a challenging function in recruitment. Added to that, personal biases may override carefully tailored parameters to assess candidates.
Recording interviews can help take notes and identify markers/metrics to evaluate and select the most suitable candidates. Recorded interviews can also help calibrate, develop, and standardize processes. This practice can potentially aid in improving interview interface, processes and technologies to make your virtual hiring processes future-ready. Video recordings could also serve as a digital repository to train the human resources teams within the organization.
2. Be on time
With internet connectivity in place, the usual delays associated with in-person interviews. are greatly reduced. Hence, time management and punctuality must be adhered to strictly. If you are running late or have a prior appointment, inform the candidate of a likely delay. Your thoughtfulness conveys the organization’s values; respecting the candidate’s time also improves their interview/recruitment experience.
3. Turn off the notifications
The interface is the core of a video interview process. A cluttered, interrupted video hampers the experience for a candidate. It shifts focus and suggests callousness towards the candidate or recruitment process. Make sure to silence notifications on all your devices so there are no interruptions that impact the smooth progress of the interview.
4. Notify the candidate
Being organized is best for both the recruiter and the candidate. Draft a well-worded interview invite. You can have a detailed email or a PDF file sent, listing all the aspects of the interview process. Your mail can additionally include a link or guide to download the video platform, and information on its adaptation/usage across various devices.
There can also be a response platform on the organization’s website to stay connected for queries after the invite – notifications could include reminders, change in time, the number of rounds, the type of interview levels, etc.
5. Arrange an alternative process
Technical glitches do occur – be sure to have a plan in place to circumvent such situations. If you have shared a Meeting ID on a particular platform, make sure to have another available, to share it immediately, should there be any difficulties on the previously decided platform. You could also offer choices of platforms, based on both parties’ convenience. If there is a persisting bandwidth issue, resume the process over a phone call to ensure continuity.
6. Use advanced/competent technology
Selecting the right software solution is an important aspect of a seamless video interview process. Adopt AI-enabled video tools for a detailed analysis of the candidate and AI engines capable of sentiment analysis of the candidate. This could be a promising way to combat impersonation. Artificial intelligence can help analyze a candidate’s facial expression. Many video interviewing providers are already exploring this application of AI in research.
7. Conduct yourself in an amicable manner
While being professional, exercise discretion to understand the candidates over a video interview. Be considerate, patient, and ease them into the process while using the right body language and tone. Also, recognize the candidate’s cultural background and project a welcoming attitude. Your approach can boost the confidence of candidates who may not be familiar with corporate culture. This is particularly valid in campus recruitment. If a technical difficulty occurs from a candidate’s end, help them overcome it comfortably.
8. Choose a good location/create a visualization
An interview experience leaves the candidate with an impression of the company. One downside of video interviewing is the absence of experiencing the physical infrastructure of the workspace. To get past this, you can showcase the workplace infrastructure to the candidate through an engaging video. This can enhance the experience and leave a lasting impression on the candidate.
Consider having a dedicated office space with a presentable backdrop for conducting video interviews. It is important to ensure adequate lighting, optimal acoustics, and appealing visual elements.
9. Gather feedback
A feedback program can reveal the strengths and weaknesses of the hiring process. Ask a candidate about their interview experience – this could be in the form of a survey. While typical surveys require candidates to rate their experience on a scale, it is advisable to include short-answer questions that detail the interview experience. Ensure that the survey does not take much of the candidates’ time.
Additionally, you can encourage them to leave comprehensive feedback over email, including recommendations to improve the video interview experience. Lastly, present the option of anonymity on feedback forms.
Video interviews – the future of recruitment tools in campus hiring
Whenever there is a transition to a newer method/technology/platform, the question arises: Does this imply a tentative arrangement, an additional process to the existing methods, or a plausible replacement? The answer to this lies in the demands and requirements of both the recruiter and the candidate in campus hiring.
In the current scenario, the move from in-person to remote interviewing is driven by the information age, the challenges of a pandemic, and huge technological advances in the digital ecosystem. The adoption of these technologies is also ridden with lapses; it is mainly fraught with the issue of overcoming impersonation. The reliable way to ensure authenticity and transparency is through AI-based identity verification – HirePro’s advanced impersonation detection is one such. The shift to digital space with video interviews has to factor in aspects of digital literacy, internet access, device compatibility, and uneven spread of technology and its upgrade. The challenges are manifold but the day is not far away when the assimilation of this process is normalized and adoption is permanent. For this, the technology to address factors that pose a challenge needs to evolve such that the transition is sooner than later!
