The Do's and Don't of Video Interviewing
One of the fastest growing trends among recruiters and hiring managers today is video interviewing. It’s easy to see why: For your internal team, using conferencing tools makes it possible to schedule convenient times to meet with remote candidates, share interviewee’s answers with the team, and directly compare candidates’ performances. When used correctly, video interviewing can help standardize your hiring process and ensure that you’re hiring the best person for the job.
Some tools, like Skype, have been around forever and can be good building blocks for your video interview strategy. However, AI has begun to seep into the interview process as well. As more AI features are available to combine with video, it’s important to evaluate what will help or hurt your process. Read on for a few do’s and don’t of video interviewing and a few tips from our team:
Do: Have a Standard Interview Process that Includes Video Interviewing
When you first start using video interviewing in your hiring strategy, take the time to create a consistent process that every member of your hiring team understands and can implement. Especially when you’re using multiple interviewers for one role, it’s important to put each candidate through the same interview process to make sure that you’re evaluating everyone on the same playing field.
This can be especially hard on a video conference because it’s often your team’s first face-to-face interaction with a candidate, and it’s tougher to establish a comfortable environment over the web. Remember to keep your scoring quantitative, and save the bulk of your culture-fit evaluation for in-person meetings.
Team tip: It’s okay to ask a few culture-fit questions during a video interview, but it’s very important to use the same set of questions every time you interview a candidate regardless of what the position is. Decide on these questions outright and ask them every time you’re hiring.
Do: Use the Right Technology
If you’re just starting out conducting video interviews, Skype is a great and free tool you can use. However, as you begin to create a standardized process for video interviews, it’s important to budget for video interviewing software.
There are plenty of products to choose from, and they all have plenty of perks. Look for something that will integrate with your existing technology and workflow. Remember, taking your interviews to the web is supposed to be making your hiring process easier, not harder. Find the right technology that helps you optimize the process.
Team Tip: We love the team over at RIVS. They break their video interviewing tools down to exactly what you’ll need in a product, so you’re only paying for the tools that will help you succeed. It’s a really dynamic, complete way to screen candidates throughout your process.
Don’t: Overwhelm a Candidate with Too Many Interviewers
When an interview can be conducted from anywhere, it’s tempting to include any and every stakeholder in on the call. Of course, there’s a time and place for full panel interviews, but it’s easiest for both your team and your candidate if you conduct those in person. Including multiple interviewers in a video interview will likely make the process more chaotic and overwhelm your interviewee.
Remember, on most platforms you can easily record every video conference. Any stakeholders in the hiring process can evaluate a candidate’s performance after the interview is conducted. If you have a department head or hiring manager who insists on being included in the call, alert your candidate ahead of time, and create an itinerary for the call that includes when each member of your team asks their questions.
Team Tip: Silent members of a video conference are much easier for a candidate to handle than multiple screens of interviewers. Ask your interviewing partner to be a listener only and turn off their mic and camera. Your candidate will know that they are there, but won’t have to worry about answering questions for two different audiences.
Don’t: Forget the Human Touch
More and more of today’s recruiting process is automated online, and with one-way video conferencing, it’s easy to completely lose the human touch in your hiring process until the final rounds. This can have serious implications for your candidate experience.
Make sure that your use of automated question and answer is designed to help a candidate conduct an interview in the most convenient way possible. For example, if you’re conducting a one-way video interview, make it available 24/7 to accommodate the craziest of schedules. Keep the process simple, and have a real-life point of contact listed that a candidate can call if they are having problems.
Team Tip: Follow up with a candidate that conducted a one-way video interview as quickly as possible and DON’T send them a templated email. Make the correspondence as personal as you can.
It’s easy to get overwhelmed or intimidated by the world of video interviewing, so we hope this helps you see more clearly in your process. Good luck!