As much as people think that video interviews are uncovered water for candidates, recruiters also need to be prepped on how to successfully conduct video interviews. I compiled a list of the most important Do’s and Don’ts for recruiters to employ as they begin using video interviews to identify top candidates for their organization.
The Do’s and Don’ts of Video Interviews
Do: Begin by thinking about your interviewing strategy.
Come together with your team and determine questions that will help you best identify the perfect candidate. One of the benefits about video interviews is that they give you insight on major candidate information such as personality, social skills, communication skill, cultural fit etc., that will help you determine whether or not the candidate should continue with the interviewing process but you need to ask the right questions. Save factual questions like, “what is the highest degree you obtain?” to a phone or written interview and ask open-ended questions like, “why do you want to work for our company?” for the video interview. Open-ended questions help you gain information about the candidate from the way s/he responds to the question, allowing you to get the most out of your video interview.
Do: Record your video interview.
Video interviewing platforms like RIVS makes it possible for you to record your live video interview so that you can play it back, edit, or share the recording with other key decision makers.
Do: Look for nonverbal cues.
Know what nonverbal communication cues you need to look for in order to identify someone who will have success within the role and your organization. Is it important to you that the candidate is making eye contact? Smiling? Engaging with their hands as they speak? Make sure you know what you’re looking for before you log into the interview.
Don’t: Conduct a video interview with a poor internet connection.
If you are conducting a live video interview on a poor internet connection, the video quality will be choppy and you will be focused on the poor quality of the video rather than the candidate you are interviewing.
Don’t: Assume your candidate’s have completed a video interview before.
Make sure you prep your candidate for how they need to prepare in order to successfully complete the video interview. The candidate should dress and have their key talking points polished and prepared for the interview the same as they would for an in-person interview. The candidate needs any computer, mobile device or tablet with video capability and a solid internet connection in order to complete the video interview.
If you have any additional questions about video interview best practices, email me directly and we can chat!