How to do Video Interviews as part of your Recruitment Process
Posted on 13th May 2020 at 17:41
It may seem abnormal or unusual at the moment, but video interviewing and remote recruitment will become part of the “normal” recruitment and selection process. At the moment video interviews can seem like a scary prospect for both candidates and the recruiting managers too.
What are the dos and don’ts of video interviewing so you can represent your company and your brand effectively whilst assessing a candidate’s potential whilst using video as a tool?
Here are our 5 top tips to get the most out of candidates on video.
1. Check the tech.
Make sure that you are somewhere where the lighting is good, so that you can be seen and that you have adequate battery and internet connection. We always explain to candidates that we are not judging them on the quality of the connection, but rather on their answers. If there are any problems be prepared to call them back and explain this at the start too
2. What to wear
There are two parts of dressing for a video interview. First look at what can be seen in the shot, remember this will be the candidate’s first impression of the company. Piles of laundry or untidy bookshelves won’t give the impression that you are looking for. If you are using Zoom you can create a company background which covers anything personal and brands the interview, or if you are using Teams you can blur the background which brings the focus on you. In terms of you, you should dress as to what is appropriate for your working day (if you weren’t in lockdown). Only the top half can be seen – however, you should dress the whole of you in case you have to move, or close the door etc.
3. Look out for Distractions
It is reasonable to expect candidates to give a video interview the same priority as face to face interview. I would not expect to interview candidates whilst either they or you are on the move. At the start spend some time explaining the format of the interview, including timings and what to do if there are any interruptions. It is also important to consider that a high percentage of candidates are most likely to be making the call using their phone rather than a laptop or desktop. You should be concentrating completely on the candidate and not reading any emails that may come in during the process!
4. Focus on the camera
I think that this is the most difficult one! To make the video interview seem as comfortable as possible for the candidate you need to try and maintain good eye contact with the candidate throughout. However, this means that you need to hold your gaze on the camera and not on their picture.
5. Pause before speaking
Once the candidate has finished an answer pause before asking the next one, or commenting on the information that you have just given them. Again, when you first do this it seems unnatural but it is a great way of handling any gaps in technology and ensuring that you don’t end up speaking over the candidate.
Video interviews will become the norm in the recruitment process as lockdown continues, it’s the first step that is the scariest! They are a great option to assess candidates at the moment, and bearing in mind we will all be using more remote technology in the future and more people will be working from home it shows how you have already adapted.
For more help and advice with remote recruitment please call 0116 2080246 or email firstname.lastname@example.org.
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