In my recent interview with Recruiter, I discussed all the ways hiring managers can make video interviewing as effective a tool as possible – for both the interviewer and the interviewee. I’d like to take the opportunity to expand on some of my comments here, and explain why it is that I believe in the quality of LaunchPad Recruits’ products and services.
Treat It Like Other Recruitment Processes
Although video interviewing is certainly distinct from other recruitment processes, its aim and purpose is the same, so treat it like any other method of assessment – you’re looking to find the right person for the job, no matter what it takes.
Focus on getting a sense of the candidate’s personality and temperament, but also keep in mind that this is an interview for a position. What’s most important is that the candidate has the right professional qualifications to get the job done.
Put the Candidate First
Always make sure your candidate feels positive about the experience. The video interviewing platform is still relatively new, and it can be slightly intimidating for some. Adding a friendly, personal video introduction for the interviewee is a good way to put them at ease, making sure they’re relaxed enough to chat with you candidly without getting paralyzed by nerves.
Ask the Right Questions
It’s critical that the candidate gets a chance to show off both their personality and their professional capabilities – to accomplish as much, you’re 100% responsible for asking the right questions.
Open-ended questions usually work the best because they leave the floor, well, open for the interviewee to expand on topics that they feel comfortable with. Rather than asking, “Do you think you have enough experience for this role?” for example, ask, “What experience could you bring to this role?” This allows the candidate to give a deeper, more thorough response and show you how well they can articulate themselves under pressure.
There’s no question that finding the highest-quality hire is every recruiter’s number-one priority. However, there are other aspects to consider throughout the recruitment process, such as the time and money spent on each hire.
Video interviewing offers a platform for viewing, reviewing, and assessing each candidate within a schedule that suits you, minimizing time wasted on both ends of the process. The interview process is quicker, as is the time it takes you to review materials and, ultimately, make a decision –the interview can be sent and reviewed at whatever pace suits the recruiter or hiring manager.
This process also avoids scheduling conflicts entirely, which can plague an HR department over the course of especially long-winded and extensive hiring timelines. Moreover, video interviewing reduces the cost per hire significantly, since there’s no need to organise expensive recruitment events.
Provide the Context
In order to give you the information you want, candidates need to know exactly what criteria you’re using to assess them. At the end of the day, a successful interview requires a candidate to demonstrate their ability to get a specific job done – and even the perfect candidate for the job might struggle with the process if they aren’t aware of the expectations.
Providing a feedback option for candidates after the experience is over with is a great way to learn what parts of the process candidates found helpful and which they found confusing or somehow detrimental. Using this feedback, you can hone and evolve your video interviewing process to be as efficient and approachable as possible for your team and your candidates.