Video Interviews in recruiting - 5 steps for successful application
If you are innovative in recruiting, you cannot ignore video interviewing. What types of video interviews are there at all? What's new? For which fields of application are video interviews suitable? What should you consider? We have dealt with these issues and developed 5 steps, which have been proven in the use of video interviews.
Synchronous and asynchronous video interviews
Basically, there are two types of video interviews:
- Synchronous (live) Video Interviews, in which you can speak at the same time but at different locations (comparable with a Skype call).
- Asynchronous (time-delayed) Video Interviews, in which, previously recorded questions of candidates can be answered with the help of video interviewing tools regardless of time and location.
Asynchronous video interviewing is still used here in these parts very rarely, however, offers innovative possibilities, when it comes to attracting new employees for companies.
Why video interviews
Video interviewing can lead to efficient recruiting, particularly for positions, where there is a large number of applications and under the circumstances, relatively large number of telephone interviews would be needed, to decide, with which candidates you want to have a personal conversation. With video interviews you get a more complete image of the candidate in pre-selection because not just the hard skills and facts from the CV but even soft skills from the video responses can be considered. You can also incorporate soft criteria (e.g. personal qualities, working method, cultural fit, etc.) in your pre-selection. Standardised pre-selection criteria ensure that video interviews are automatically structured, results in the view of many recruiters to more objectivity and thus potentially more fairness in the process. You can view the video interviews more often if necessary, compare and share with your colleagues. Candidates, who you would rather not invite based on the CV, can still be given the opportunity to present themselves in person in the video interview and possibly to convince. Video interviews are also flexible in use, regardless of the time and location and make the recruiting of positions easier, where there is a huge geographic distance between recruiters and candidates.
What are the challenges you can expect?
Some candidates find that video interviews are impersonal because it is not a "real" interview. The asynchronous video interview is actually a form of one-way communication, since the feedback of the interviewer is missing and questions are not directly possible. This also the reason, why video interviews should under no circumstances replaces personal interviews. Video interviewing is still unfamiliar to most candidates; some find it unpleasant to speak in front of a camera. In order to avoid stressful situations and possible technical problems (e.g. problems with the camera, sound, Internet-connection, etc.), we recommend you give candidates sufficient preparation time and several attempts for answering questions.
Success in 5 steps with video interviews
In order to use the benefits of video interviews and avoid possible problems, we have developed a 5-step process:
Step 1: Identify suitable areas of application
So that the use in a recruiting project makes sense, the following questions should be answered with "yes":
- Are a relatively large number of applications expected?
- Are soft factors and soft skills (e.g. personality, working method, cultural fit, etc.) decisive pre-selection criteria?
- Can a certain IT-affinity be required from candidates?
A relatively huge geographic distance between the recruiters and candidates can be an additional argument for use.
If you would rather answer the above mentioned questions with "no", the probability that you exploit the benefits of video interviews, is relatively low. The effort might be in vain, for example, if a poor ratio between invitations and participations is the consequence, or even have negative effects, namely then, when you lose a few suitable candidates for a position for reasons of time, because they have not been invited immediately to a personal interview.
Step 2: Define pre-selection criteria and questions
In order that the videos are usable later, it is important to define decisive pre-selection criteria (e.g. motivation, expectations, experiences, qualification, personality, values, etc.) in advance and formulate a maximum of three to five questions to verify this.
Step 3: Record the questions for the video
The questions can be recorded directly in the appropriately selected video interviewing tool with the webcam. You can view the recording immediately and repeat, if you are not satisfied with the results. We recommend you to observe the following points for the recording:
- Professional atmosphere in the room with sufficient light (no backlight)
- Ensure good internet connection and audio quality, avoid background noises, etc.
- Orientation of the camera so that an ideal image of you can be seen
- Professional outfit, ideally, how you would dress for a personal interview
- Professional attitude, best if you are seated (more authentic)
- Video net etiquette, that is, look at the camera, avoid nervous, restless gestures, use natural language (do not read)
In addition to the previously defined questions, you can record a short welcome video, in which you welcome the candidate, introduce yourself in brief, describe the company in detail and explain the procedure of the pre-selection process. That is respectful and gives it a personal touch. In a closing video, you could thank for the participation and clarify the next course of action.
Step 4: Invite the candidate for the video interview
To motivate as many potentially suitable candidates to participate, it is important to "pick them up" and increase the value of video interview. We therefore, recommend that you draft a good invitation via email, which includes all the necessary information. If excited candidates have not made the video interview after five to seven days, it makes sense to send them a reminder email. Alternatively, for a personal invitation, it is also possible to create an interview with a public link, which is directly linked to the job advertisement. In this way, everyone, who is interested, can participate in the video interview.
Step 5: Systematic evaluation
Finally, it is important to assess how well the respective candidate has answered the questions with regard to the pre-selection criteria defined previously. If necessary, you can share the video with other recruiters or departments and submit a joint rating.
Categories: Recruiting Trends (5)