Archives For ‘video interview’


Video interview - Tell us about yourself - detail
It’s the opening interviewing question that all employers want to ask: “Tell me about yourself”. As a professional recruiter or hiring manager, you will have many structured questions to ask the candidate that relate to their current job, such as how they cope in certain situations and what value they can bring to your organisation, but the great ice-breaker question that has stood the test of time is: “Tell me about yourself”

There is good reason for this question as it tends to work well for both interviewer and interviewee. The candidate has the opportunity to pitch herself and effectively present her case for ‘Why me’, while the interviewer can use this time to evaluate the person.

In less than 2 minutes of answering the question the interviewer will have subliminally processed information about what they see and hear. This quick evaluation is more on the presentation, inflection, body language, enthusiasm and mannerisms of the candidate than the actual words spoken.

It may seem unfair, but the substance of the answer to this opening question is not particularly important; it’s the delivery that counts. The content becomes more critical later on in the interview process, possibly in a 2nd or final interview.

93% of communication is about what you see and hear

Nonverbal communication is extremely powerful, and the model devised by psychologist Dr Albert Mehrabian (below) has become one of the most widely referenced statistics in communications:

  • 55% of communication is visual (your body language)
  • 38% of communication is your voice (tone, inflection, etc)
  • 7% is verbal (your words)

Furthermore, according to psychologists Willis & Todorov, it takes just one-tenth of a second for someone to judge and make their first impression (See “First Impressions” 2006). Of course, professional recruiters will spend more time to decide if a candidate should be selected or eliminated, but not much more time.

In the early stage screening process, a couple of minutes should be sufficient. There’s no need for a full blown interview.

To save time, ask the classic question in a Video Interview

When you are next screening candidates (beyond the CV), think about how much time you actually need to spend. Your 2 minute evaluation on candidates answering “Tell me about yourself” can be just as effective via a recorded video interview as it is in a live face-to-face interview.

The advantage of recorded video is that it can take you just 2 minutes to review one candidate, before clicking to the next candidate, and then the next.

You can’t achieve this speed and efficiency when interviewing candidates in person.

As more and more candidates embrace video interviewing, it’s great to review these feedback comments which were submitted immediately after completing their online interviews:

The following are also recent feedback emails from candidates using the Compact Interview system. All are genuine and unedited:

“An easy format that makes a video interview a pleasurable (as much as it can) experience. Easy to set up, follow and complete.

Thank you
Ben”

No technical know-how required:

“Amazing innovation and simple user interface. Does not require any technical know-how to operate.

Highly commendable tool.

Cheers”

Slightly scary but…

“What a great idea. Slightly scary to start off, but with practice becomes easier. Interesting to see one’s mannerisms as one talks as well – I’ve not recorded myself before.

Thank you”

Great for candidates abroad:

“To Whom It May Concern:

First of all, I would like to thank you for the opportunity given. It has been my first time to record an interview and I must say it was a great experience. As I mentioned in one my answers, it is a great form of interview, especially for candidates abroad, which is my case.

I look forward to hear back from you soon, as I will be delighted to be part of (company name).

Best Regards,”

First time but would recommend again:

“I thought the video interview was very useful. It is the first time I have ever used this technique but would recommend using it again.

Many thanks”

Looking at the camera takes getting used to:

“This was a very different experience from what I am normally used to. However it was a good experience for me. One of the drawbacks which I have seen is that it is not easy to look at the camera as your eyes are naturally drawn to the screen. Otherwise from this, I think it was ok, it only needs getting used to this. Thank you.

Regards,”

If you would like to find out about Compact Interview and experience a free trial, please get in touch with us and we will be pleased to assist.

 

 

Article by Rupert Sellers

ReTraditional CVs - 8.8 seconds to reviewcruiters need better solution to screen talent than outdated text CV

A Curriculum Vitae, Latin for a “course of one’s life”, used to be a rare document and employers to whom it was sent would take their time to review every detail. This all worked pretty well when there wasn’t much movement in the jobs market. A few decades ago, jobs would become available to graduates and apprentices when employees after 30 or 40 years of service retired. A ‘job for life’ was quite normal.

Today, that approach to employment is unimaginable. Average job tenure is now 4.4 years, and most millennials expect to stay in a job for less than three years. Thanks to the internet, employers post thousands of jobs every day via job boards, aggregators and social media, and in return they receive millions of CVs – unfortunately many of which are completely unsuitable.

With so many CVs to review, recruiters are spending less than 10 seconds on each one to decide whether or not to keep a candidate in the recruitment process. Inevitably, some hidden gems get rejected as words ‘on paper’ provide only limited insight on the candidate.

CV writer specialists are not the answer

Given the precious window of opportunity (the 10 second glance of a CV), it’s not surprising that there are hundreds of companies and ‘specialists’ offering advice on ‘how to write a CV’ – and some even charge for the service. Content in a CV has become so critical due to the sheer volume that recruiters and employers have to process, and every word written has to be considered a potential keyword a recruiter is looking for (often searched for via an applicant tracking system). But does a CV stuffed with keywords that mirror the job description mean it represents a good candidate?

Ironically, the most desirable candidates tend not to have the best CVs in terms of layout and details provided. The active job seeker who might not be remarkable is far more likely to have a CV with all the necessary content to advance to the next stage of the process.

Too much emphasis on CV for candidate selection

Organisations will of course conduct interviews for candidates that make the selection, and possibly use psychometric tests, but there is too much emphasis placed on the CV – and many good candidates could be wrongly eliminated without the chance to prove themselves in interviews and tests that would follow the CV assessment stage.

In the many years I have been a recruiter for the luxury hospitality sector I have seen some fantastic looking CVs that simply don’t match up to the person. I have also come across great candidates with underwhelming CVs. Work experience can be deceiving. If a candidate has worked for some top brands they tend to be much more attractive to an employer than a candidate who has experience with unknown company names. We assume that the brands speak for themselves and therefore associated candidates must be good. But I have come across many mediocre candidates with seemingly glowing CVs who have somehow managed to hide below the radar and progress in their career from one good brand to the next.

Looking beyond the CV with video

Recruiters have a big job to process high volumes of candidates but racing through CVs is not the solution, particularly when you are hiring for customer service positions. A quick glance at qualifications and work experience doesn’t tell you much about the person. How do you know what their ‘soft skills’ are like? Of course it is not practical to meet all your applicants in person, and conducting phone interviews could also be a lengthy process. But before you eliminate your ‘maybe’ candidates (those that you are not sure about, but you haven’t the time to include them), consider inviting your candidate selection to record a personalised pre-set video interview. You will gather much more insight and you are likely to make a better judgment on whether or not to keep a candidate in the early stage of your recruitment process.

Interview in progressIn a candidate driven market, employers need to step up their game when interviewing candidates.

BEFORE THE INTERVIEW…

Ditch the boring job descriptions
Firstly, you need to make the job appealing to attract candidates. Too many employers issue job descriptions outlining tasks, duties and minimum requirements. The generic content often gives no insight into what it is like to work for your organisation.

Empathise with candidates and get into their zone. Promote the job by adding excitement, demonstrate your company culture and ethos and show that you provide great career development opportunities. Better still, create a short informal video and talk about the job and your company on camera with clips from your team members. Video is much more engaging than boring text.

Respect all candidates and communicate
It might be a nightmare to process hundreds of applicants – that’s where video interviewing can come in very handy – but the application process shouldn’t be a ‘black hole’ as it’s often referred to in recruitment circles. Candidates should always be informed where they stand with clear communication, whether or not they are selected for an interview.

Review the CV again before the interview
Be prepared and read the candidate’s CV again just before you meet so that you know a bit about the person and where they are currently working. The candidate is assessing you as much as you are assessing the candidate.

THE INTERVIEW…

Be punctual for the interview
You expect your candidates to arrive on time for the interview. And so should you! Don’t keep the candidate waiting. Any longer than five minutes is unacceptable. Again, empathise – Think what the candidate is thinking and make sure you create the right impression for you and your organisation.

First impressions count
Candidates in an interview situation are typically nervous with heightened senses. They will notice the smallest details and observe your body language so make sure you are well prepared and ready with good questions.

Engage with your candidates
Treat your interviewees as you would your best customer. Open the conversation with some small talk to act as an ice-breaker. You want to make them feel comfortable before launching into your interview questions. Make sure your interview style is open and engaging. An intimidating or patronising approach will serve no purpose. If you ease a candidate’s nerves it will be much easier to gauge how you think that person would fit in your workplace.

Introduce to work colleagues
It’s a good idea to have other stakeholders in the hiring process on stand-by at the time of the interview. If you have a strong candidate in front of you, you could then introduce him/her to others – perhaps the department head. The ideal situation would be to roll this interview into a second interview to advance the process, but even if it is just a quick ‘hello’ this will engage the candidate more and help to get buy in.

AFTER THE INTERVIEW…

Act quickly!
If you like the candidate and feel he/she is well matched to the job and your organisation, you need to follow up immediately. Good talent gets snapped up quickly so make sure you communicate with next steps (or better still, the job offer) before other employers woo the candidate. Many great candidates are lost due to the employer’s delay in the hiring process. If you want the best in a candidate driven market, you have to move fast.

With backingSample CV music track of ‘Video Killed the Radio Star’, watch this great 2 minute video that shows how technology is changing and largely improving our lives.

Many purists argue that technology rips out the soul from some of our treasured traditions, such as the classic vinyl LP replaced by iTune downloads or the cherished paperback steadily being replaced by Tablets such as Kindle and the iPad.

And these purists have a point. There is something special about listening to music on vinyl; the vocals and instruments seem more real and vibrant. Fortunately, three years on from when this video clip was published on YouTube, vinyl is having a great resurgence. And so is the wrist watch, albeit as Apple Watch (not the clockwork type)!

What about the traditional CV?

Preserving some traditions makes sense. But when it comes to identifying talented candidates, there is nothing to cherish about the traditional Curriculum Vitae. Yes, it documents a candidate’s track record of employment and qualifications which is important, but it tells you nothing about personality and attitude, the hugely important ‘soft skills’ required for customer facing employees in hospitality.

Thanks to technology, assessing candidates is now much easier and employers can view video interviews from each applicant at the click of a button, and have much richer insight on a candidate than a text CV alone.

So should you carry on screening candidates with the traditional text CV …or embrace Video where you can see and hear a candidate answer questions you would ask in an interview?

Technology has clearly paved the way for more effective talent selection in the early stages of the recruitment process.

This 2 minute video shows how technology is impacting our lives. The evolution of CV to video is not included in this piece but it would have been another good illustration.

Perhaps Video will kill …the CV!

 

 


job description - small

Hiring managers should clearly articulate to HR what skills, qualifications and experience are required for the job.

But here’s the problem: During my 12 years in recruitment, I have seen hundreds of situations where the job spec states ‘Minimum 5 years experience’ in a particular field, when actually the hiring manager would happily consider candidates with less experience. The criteria set might help eliminate candidates in the recruiting funnel, but how many hidden gems are being overlooked because of this?

Of course technical skills are important (more so in some jobs than others), but many hiring managers would happily hire a candidate with 3 years experience (rather than the 5 specified) if other less tangible boxes are ticked, such as personality/soft skills.

How to screen for Soft Skills

It’s difficult for hiring managers to provide meaningful criteria to HR when it comes to soft skills. Firstly, these skills can’t show on a CV (text such as ‘outgoing personality’ doesn’t always match the reality). And even in a phone screen, HR’s interpretation of a candidate’s soft skills might be quite different to the hiring manager’s.

An effective solution is to screen with recorded video interviews. This way the HR manager and the hiring manager can collaborate, watch the candidate videos and gather insight. This quick process helps ensure the best selection of candidates are invited for face-to-face interviews. Throughout the recruitment process it’s important to keep candidates engaged from Application to Interview.

To find out more about video interviewing and how this easy-to-use screening tool can be used in your recruitment process, give us a call on 020 3130 4935 or visit our enquiries page.