Video Interviews: Keys to Success for TA Leaders, Hiring Managers and Candidates
Video interviews have gained immense popularity over the past few years. Due to the impetus provided by the advancements in technology and the exigencies of remote work, they are increasingly becoming a staple of talent acquisition across sectors. Organisations are using video interviews at the screening stage and to conduct in-depth interviews to identify the right candidates without the hassle of conducting resource-intensive traditional in-person interviews.
During the hiring process, video interviews enable organisations to assess a candidate’s qualifications, work experience, technical prowess, soft skills and more. Video interviews can be conducted in live/synchronous mode or recorded/asynchronous mode. Today, organisations conduct video interviews in either of these modes by deploying specialised and integrated video interview software to schedule, conduct and analyse the interviews. Video interviews are cost-effective, provide access to a larger talent pool by eliminating geographical constraints and facilitate storage and analysis of high quality and consolidated data on candidates.
Here are some keys to ensuring success during video interviews.
General best practices
Before participating in a video interview, hiring managers and candidates must agree on a suitable date and time for the interview. The hiring managers and the candidates must ensure that the interview environment is quiet and well-lit. Choose private places without interruptions by people, pets or external noises. Devices must be silenced and notifications must be turned off to avoid distractions during the interview. The participants must dress as professionally as they would for a traditional in-person interview. The camera must be positioned such that the participants appear at the centre of the screen, looking up slightly. The tech set-up must be tested and video interviews must be practised by making video calls to friends and family and eliciting their candid feedback.
During the interview, the body language must be good; distracting non-verbal gestures should be avoided. Eye contact must be maintained by looking directly at the webcam while speaking and the speaker’s face on the computer screen while listening. The participants must maintain good posture and ensure that they smile and actively engage with each other while discussing various topics. The pace, tone and volume of speaking must be managed. Appropriate pauses should be made while speaking and adequate time must be given to the other person to respond. A video interview must be treated on par with in-person interviews in terms of seriousness so that both participants can have a constructive conversation.
Tips for talent acquisition leaders
Talent acquisition (TA) leaders must plan ahead to implement video interviews as part of the recruitment process. It is recommended to set the expectations from video interviews and garner a buy-in from the hiring managers to avoid mismatches in outcomes. Hiring managers must also be equipped with video interview guides and behaviour-based questions to assist them in choosing the right candidates. TA leaders should ensure that the hiring managers and candidates are given the necessary information and support for a positive and seamless video interview experience. The virtual interview schedule must be shared with the hiring managers and emailed to the candidates in advance. Any rescheduling requests from candidates must be addressed promptly.
At least 24 hours before the interview, TA leaders must send out an email to both hiring managers and candidates, explaining why the video interview format has been chosen. A list of best practices and tips for a frictionless interview experience and easy-to-follow instructions, including screenshots, on how to participate in a video interview must also be shared. Besides, the email should contain guidelines on the hardware, software and internet bandwidth requirements, the ideal interview location and troubleshooting links, besides clear instructions on how to set up and test before the video interview begins.
While planning the video interview approach, TA leaders must examine various video interview platforms based on requisite features and capabilities. Choosing the right video interview platform to match an organisation’s unique requirements is an important step towards ensuring a smooth and seamless video experience for both hiring managers and candidates. Apart from popular video conferencing platforms such as Microsoft Teams, Google Hangouts, Zoom and Skype, there are several dedicated and feature-rich video interview technology solutions that can be considered. Opting for and integrating a customised and mobile-friendly video interview platform with an organisation’s ATS will allow the hiring team to manage candidate information and communication in one place. It will also help them handle video interview scheduling and implementation with ease.
HirePro’s all-in-one video interview platform helps conduct live interactive, coding or asynchronous video interviews. It can be easily integrated with an organisation’s existing ATS and calendars for instant plug-and-play. With advanced features such as automated scheduling and feedback collection, AI-powered ID verification and impersonation detection, frictionless video interviews can be implemented for a superior interview experience. HirePro’s video interview platform ensures uninterrupted videos even where the Internet connectivity is patchy and bandwidths are as low as 128kbps. In addition, robust security and compliance measures such as strong password policies for data access, encryption for personal information and data transfers, audit trails and logs for all activities provide a secure and safe video interview experience for all stakeholders.
Tips for hiring managers
Hiring managers must prepare meticulously to make a smooth transition from in-person interviews to video interviews. They should thoroughly understand the job description to choose candidates based on non-negotiable and sought-after skills and traits that make candidates the right fit for the job. They must evaluate the culture and internal dynamics of the current team to ensure that the chosen candidates add substantial value to the team. Further, they should prepare a set of well-thought-out and structured interview questions to assess candidates meticulously. They must also get comfortable with using the video interview platform so that they can assist candidates during the interview and solve any technical difficulties that may arise.
During the interview, hiring managers must dress in an attire that reflects their organisation’s standard dress code. Throughout the interview, they must be alert, responsive and considerate towards the candidates. Their body language and gestures must be respectful and they should give the candidate sufficient time to answer every interview question. Since taking elaborate notes is likely to break eye contact, hiring managers should consider using interview scorecards instead. Interview scorecards help standardise the evaluation of candidates to facilitate an objective assessment of their skills and traits. After every video interview, hiring managers must ensure post-interview follow-ups, elicit feedback and maintain regular communication with the candidates.
Tips for candidates
Candidates must prepare for video interviews as diligently as they would for in-person interviews. Before a video interview, they must diligently read and understand the job description. They must make sure that they have the interview schedule and instructions on how to access and use the video interview technology. A technology test run must be conducted and any technical issues should be brought to the notice of the hiring managers for corrective action. Further, a professional username must be used to log in to the video interview platform. Since video interviews provide a unique opportunity for candidates to showcase their creativity, they can set themselves apart from the competition by presenting a deck comprising of their educational background, work experience, skillset and ideas on how they intend to perform their role.
Candidates must dress in the same manner as they would for an in-person interview. This will enhance the confidence factor. Bright coloured clothing must be avoided and the attire must be neatly pressed. Logging in to join the interview five to ten minutes early is advised. Candidates must keep their resume, job description and speaking points handy for easy reference. However, candidates should make it a point not to read directly from their notes. During the interview, candidates must answer all the questions with confidence and maintain eye contact. A post-interview thank-you note can be sent to the interviewer to express gratitude for the opportunity and reinforce why they are the right match for the company and role.
While it is essential for TA leaders to ensure hiring managers are prepared for video interviews, it is also equally important to communicate the schedule, format and other crucial aspects of the interview to candidates. Sharing tips on video interviews and doing a test run helps both hiring managers and candidates have a positive video interview experience. Since video interviews are here to stay, approaching them with the same seriousness as in-person interviews, streamlining the process and arranging proper systems and backstops make the video interview process frictionless, efficient and effective.
HirePro’s industry-leading video interview platform provides an unparalleled video interview experience. Our end-to-end technology solutions and support help conduct hassle-free video interviews. Explore HirePro to speed up time-to-hire and onboard top-notch talent from across the world today!