How to Conduct Successful Video Interviews

Video interviews allow recruiters to continue the hiring process and stay in contact with prospective candidates. This blog explores how recruiters can make use of video interviews to keep hiring going as smoothly as possible under the current circumstances.

Why the regular remote recruitment approach won’t work

Many employers, even those with informal hiring protocols, may have some experience with interviewing candidates over a video call using software like Skype or Google Meet. This may have worked out for you with varying degrees of success, not being significant enough to be your primary mode of recruitment. However, a global health crisis like the COVID-19 pandemic, recruiters are forced to adjust to a completely remote recruitment strategy. That requires a serious rethink of the existing hiring process and shifting to a strategy that centers around video-based job interviews.

Understanding ways to conduct safe interviews

With millions of Americans applying for unemployment benefits after COVID-19 hit the US, it’s evident that most businesses are temporarily or permanently laying off employees. However, at the same time, people are depending more on essential services than ever before. This has prompted businesses who are facing an increased demand for their essential services to open up the hiring process for more resources to handle the load.

The problem is, with a very real threat of contagion, most states have enforced a stay-at-home or shelter-in-place order. This means recruiters need to limit the need for an in-person interview as much as possible, while still reaching out to the candidates that they need. Video interviews are an obvious solution, but there are other options recruiters use to supplement the process, including:

• Phone interviews can help serve as a prequalification step
• Virtual interviews can be used to gather responses and screen candidates
• A live interview can be the final stage in the interview process

Tips for recruiters

Professional recruiters place a lot of emphasis on thorough preparation for interviews. This only increases in intensity when you consider the unique challenges that a completely digital interview process would involve. For a prospective employee, a shambolic video recruitment process can be a poor reflection of your employer brand. This sets the wrong tone for any future employer-employee relationship. A few tips budding recruiters would do well to keep in mind include:

Formalizing the process

Consider the changes you need to make to your hiring process to allow for remote recruitment. This includes outlining any prequalification steps the candidates must take prior to the video interview. Planning for contingencies like a bad internet connection on either end would also be part of the formal process for remote recruitment.

Selecting, installing, and testing equipment

The choice of interview software differs from business to business. But it’s still important for recruiters to familiarize themselves with the software beforehand. Certain software may require the candidate to download an application, or log-in to a platform with specific credentials. This needs to be thoroughly tested over a number of test calls before actual interviews take place.

Inform candidates early on

The recruiting process, much like any business relationship, depends on effective two-way communication. When shifting to a primarily remote recruitment strategy, recruiters must ensure that all candidates are on the same page. This means communicating all necessary information beforehand and offering clear directions on how to prep for the interview.

Best practices for interviewing during COVID-19

The pandemic has forced a drastic transformation in many work practices, including recruitment. A recruitment manager’s hiring goals will determine the game plan. Most professional recruiters understand that by taking the entire hiring team on board, they can rely on multiple points of view to evaluate candidates. But for this to happen, everyone needs to be up to speed about the new process.

Transparency regarding the hiring process helps them understand the role video-based interviews play in the remote recruitment process. It also helps them to prepare for the new process, saving recruiters valuable time during the interview. Also, offering a great candidate experience, just like you would in a face-to-face interview, should be a top priority.

Give candidates sufficient time to familiarize themselves with the platform so they can test that it works. Remote recruiting is more flexible than traditional interviews. However, offering adequate time for preparation is key to a successful remote recruitment process. 

The recruiter needs to ensure they have a correctly functioning internet connection, along with any hardware and software needed to conduct the interview. The place where the recruiter conducts the interview should have good lighting, a neutral background, and as little noise as possible. Choosing the right attire and maintaining the correct body language is just as important for the interviewer as well as the interviewee.

Common myths about video interviews

More sectors are beginning to adopt remote recruitment techniques. It allows recruiters to create a hiring process that’s reliable, efficient, and engaging. It’s perhaps the best way to continue hiring more workers safely during the global health crisis. Unfortunately, many myths about video interviews and remote recruitment are still present. Some of these include:

Dehumanizing the hiring experience

The biggest misconception about remote hiring is that it dehumanizes the entire experience. Recruiters rely on the personal touch to build rapport and engagement with candidates. This allows them to lay the groundwork for a lasting employer-employee relationship. The thing is, remote recruiting doesn’t have to eliminate the personal touch at all. In fact, it can be used as a means to screen quality candidates to prioritize for valuable one-on-one video interviews. This can help recruiters engage with candidates that have already started their journey in the employment funnel.  

Candidates are slow on the uptake

Many employers cite concerns that prospective candidates may not go for a remote video-based interview. However, in practice, the vast majority of candidates have a positive view of remote recruitment. Of course, a 100% effective process for each candidate may not always be possible. But under the current circumstances, remote recruitment offers a process that’s in tune with the lifestyle and demands of the modern workforce.

All video software is the same

All video software isn’t created equal, especially when incorporating it into a remote recruitment process. Some employers rely on free online tools like Google Meet and Skype to conduct interviews. While these are great communication tools, they were never built for the express purpose of facilitating remote interviews. On the other hand, purpose-built software comes with comprehensive features and customizable functionalities to ensure the success of the remote hiring process. That’s why recruitment agencies prefer to use licensed software and streamline the hiring mechanism.  

Remote recruitment is difficult to implement

While this may not always be the case, there’s some truth to this myth, especially when considering small businesses and startup culture. These businesses operate on a limited budget and prioritize their spending with care. Oftentimes, investing in remote recruitment software for video interviews may not be a top priority for a small business. However, their need for efficient hiring remains as acute as that of a large business. In such cases, relying on local employment agencies may be your best bet. They already have the necessary equipment and software needed to conduct remote interviews, along with the recruitment expertise that a smaller firm may lack. Both of these factors can contribute significantly to successful hiring.  

Frequently asked video interview questions

- How to adjust your hiring process with video interviews

Adding prequalification steps such as forms and recorded responses can help screen and refine candidates for successful video interviews and subsequent hiring.

- What kind of questions are asked in a video interview?

A video interview asks more or less the same questions as an in-person interview that gauge a candidate's ability, experience, and attitude.

- Is a video interview a good sign?

Getting a video interview usually means a candidate has passed several prequalification steps, so it’s usually a good indicator.

- Why do employers use video interviews?

Employers have been using video interviews as a supplement to hiring for almost 10 years, but the current COVID-19 pandemic is making it one of the few safe and responsible options.

- How long does a video interview last?

A remote interview can last anywhere between 20 to 40 minutes.

- Do candidates like video interviews?

This largely depends on the interview experience the employer offers over video. A good experience will lead to a positive view of video interviews in candidates. A bad interview will do the opposite.