Article by Rupert Sellers
With the increase of video interviews to screen candidates, here are some top tips for best practice recruitment:
Firstly, decide which method of video interviewing you want to use. Do you want to arrange ‘live’ video interviews or asynchronous interviews? More about the pros & cons of each here.
The ‘live’ video interview
1. If it’s going to be a live video (such as Skype), think about how you are going to conduct interviews in this way. Many candidates who are currently employed are not able to find the time or place to engage in a live video interview during their working day, so as the recruiter or hiring manager you might need to be flexible and be prepared to Skype candidates outside your normal working hours.
2. For a live video call, as with a phone call, make sure you have prepared your questions beforehand so that the interview is structured and decide how much time you are going to spend on each call. This helps to enable a fair process with questions that are consistent for each candidate you interview.
3. As with any live interview situation make sure you write notes either during the session or immediately after. It might be time consuming but without documentation you will struggle to remember who’s who if you are screening numerous candidates. And if the process drags on over a few weeks, the interviews will become even more of a blur.
4. Let the candidate finish speaking when answering a question before you start probing. In a face-to-face interview, it is much easier to interrupt and maintain a good conversation flow, but in a live video there can be a slight time delay and interaction can be disruptive.
5. If you are conducting the live video call with other hiring managers present, do not confer among yourselves while the candidate is still ‘on air’. It’s disconcerting for the candidate if he/she can see you but not hear what is being said.
The ‘one-way’ pre-recorded video interview
1. This is the best time-saving option as you can quickly review your candidate responses to your preset questions on your dashboard by clicking from one video to the next (Watch the short video demo here). There are no scheduling issues as you will be sending a link to your selected candidates for them to record their interview in their own time. Creating a video interview online is easy, and can take just a few minutes to implement, but it’s worth thinking about what outcomes you want from this type of interview.
2. Compact Interview gives you the opportunity to create as many questions you like with unlimited recording time for each answer, but while there is this flexibility you should bear in mind that your candidates will be talking to a camera on their desktop, laptop or mobile – they are not communicating with an actual person.
3. Make use of the time limit setting for each answer. As a general rule of thumb, one or two minutes is usually a sufficient maximum for most questions, but if you wanted to ask your candidates to give a presentation on a subject, then up to 10 minutes might be appropriate. As a simple ice-breaker to kick off the video interview, you might want to start with: ‘Please let us know your name and where you are located?’ And you can set the time limit for this answer to just 10 or 15 seconds.
4. Compact Interview gives you the option to allow your candidates to re-record an answer and you can specify the number of attempts you are willing to offer per question. We highly recommend you use it to provide the best candidate experience possible. Learn more.
5. Set an appropriate deadline date for completion of the video interviews. Your candidates can record their interview in their own time, perhaps in the evening or over the weekend, away from their work environment. Of course you want the video interviews completed as soon as possible, but if you are inviting candidates who have heavy work commitments or are located overseas in different time zones, then a minimum 48 hours notice is recommended. At least five days is preferable if you really want to include your full selection in the process.
Finally, when you review the video playbacks on your online dashboard which you can do at any time, as well as share with other hiring managers, try to make allowances for a few imperfections and ‘umms and ahhs’. This is not a BBC broadcast and we encourage candidates to be as natural as possible. However, talking to camera can feel a strange experience particularly if it’s the candidate’s first time to record a video.
The video interview is best used as a quick, convenient screening tool to gather insight – particularly soft skills which cannot be shown on a CV. From the videos, the candidate selection can be narrowed down, ready for more probing questions that can be asked towards the end of the recruitment process in a face-to-face interview environment.