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Recruitment technology

Business Best Practices of Video Interviewing

Clare Hopping

Business Best Practices of Video Interviewing


Adam Ward/flickr Adam Ward/flickr

If you’re finally introducing video interviewing to your hiring processes, it’s important to take your time and get things right. Here, we look at the steps your business can take to make the transition as smooth as possible.

Video interviewing is transforming the world of modern recruitment. It’s new, innovative, and most importantly, it makes the lives of everyone involved much easier.

When seeking out talent with the potential to go the distance for you and your company, experience tells us that implementing a slick and sound video interviewing system is a surefire way to save recruiters time and money. The best platforms are simple and intuitive, making them easy to put into effect and accessible to a wide pool of candidates.

Despite the technology’s obvious conveniences, there are certain hurdles businesses must clear in order to ultimately win the recruiting race. Because the concept of video interviewing is still in its relative infancy, there are still many for whom it remains uncharted territory.

As a result, using more automated video platforms to screen candidates is occasionally met with a degree of resistance from certain businesses and candidate demographics.

Everyone has the right to be cautious, and it’s up to you as the recruiter to meet such uncertainty with understanding and reassurance. Provided that your business is committed to applying the best practices every step of the way, video interviewing can significantly improve and economise the recruitment process for all interested parties.

Here are some important steps you can take to ensure that this implementation goes as smoothly as possible.

Reassure the Reluctant

The nature of the modern educational environment almost guarantees that students are familiar with IT and multimedia techniques. While they may have limited experience in professional job interviews, they’re likely ready to rise to the challenge, and are often used to rehearsing and presenting material to peers and tutors in a formal setting.

Given the general omnipotence of recruitment and career fairs these days, they may even have witnessed a presentation on video interviewing on their campus. For these reasons, the medium is usually met with little resistance when hiring at the graduate level.

While the appeal of video interviewing to this particular demographic is certainly a good thing, it’s important to make sure you’re not alienating anyone when crossing over into new frontiers.

The job market is made up of more than just recent graduates – experienced recruits may be more familiar with hiring processes based on paper CVs, where things like qualifications, education, and work experience take precedence over personality and presentation.

There are several steps you can take to up the approachability and usability of your platform for anyone who might come across it.

First and foremost, make sure that your interviewing platform is literally available to everyone who needs to use it – if connectivity is problematic (issues can occasionally arise for those applying from overseas), there’s certain software and equipment that can be purchased to make dealing with this much easier.

You may also meet some hesitation relating to issues of privacy. If you expect that certain recruits may feel uncomfortable recording themselves without knowing precisely what will be done with their video, it’s up to you to anticipate and address their concerns within your presentation by outlining clear security protocols.

Show candidates that you care about keeping their information safe, and that you’ve thought about this ahead of time.

When you use software from LaunchPad, safety is already a top priority – the platform boasts enterprise-grade security and encryption, meaning that candidate videos and interviews are stored securely in an ISO 27001-certified data centre.

The last and most difficult problem is a general hesitation about the recording process – some candidates who haven’t used video software may feel uncomfortable doing so.

If a candidate lacks the confidence to record him or herself in the more general sense, however, you might need to ask yourself if such an individual would really be the right fit for your company. This is particularly relevant if the role involves management, performance, presentations, or general communication.


Your interview should have an intro and an outro to set the interview in the context of your company – something that incorporates brand values while endeavouring to make the candidate feel comfortable.

If you’re looking for something meticulously polished, employ the expertise of a marketing company. LaunchPad Recruits can help you finetune this process.

Used correctly, your pre-set accompanying material should leave candidates with a positive feeling about the entire experience. Make sure that your intro and outro underline the benefits of using the medium and let interviewees know exactly what you’re asking of them.

According to Cassie Melrose of Oasis HR, one good practice is to have the hiring manager record the interview questions — this serves as a virtual “first meeting” and shows candidates that even the highest-level employees are willing to record themselves, too.

One last thing to keep in mind is that one interview should certainly not fit all. Ask yourself what a particular candidate might want to know about the specific role and try to mold your questions and answers to be as relevant to those concerns as possible.

You might also want to consider sending an accompanying personalised letter or e-mail to thank them for their participation.

The Importance of Good Structure

How you structure your video interview depends on the type of candidate you’re looking for, as well as what you hope to learn about them through the experience. You may want to hear preemptively thought-out answers, or you may wish to find out how applicants think on their feet.

LaunchPad Recruits appreciates that every company is different. With a huge host of different options, our products are so intuitive that your interviews will appear to have been designed in-house — you set the questions and choose whether or not your candidates get to re-record their answers. We’ll do the rest for you.

To find out more about what LaunchPad can do for your business, please follow this link.

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.