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Insights

Rethinking Your Approach to Video Interviewing

Wednesday, January 10, 2018
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Growing a successful company is never easy. There are countless processes occurring at the same time, each capable of bringing positive development or becoming overwhelming. Video content management platforms have been heavily embraced across industries to manage the chaos of everyday business processes and make the overwhelming seem easy—whether they’re used for internal training programs to refine the skills of long-term employees or for developing marketing testimonials for new campaigns.

The consolidation offered by video content management platforms saves a ton of effort and energy on everyday tasks, but it can also extend beyond internal processes. Through the power of video platforms, businesses are now aggressively spreading the scope of their applicant pool for new hires. It was once an expensive task to fly out a potential candidate for an interview, only to possibly find that they weren’t the right fit and having to do the process all over again. Now, web-based video allows a company to interview anyone from anywhere in the world at a cost-effective level.

With this new technology has come a need to rethink the traditional format of interviewing, as video interviews present an alternative set of obstacles and considerations. Let’s look at best practices for successfully conducting a video interview.

Having the Right Tools for the Trade

For a company engaged in massive-scale hiring, having appropriate video software is a must. This software can extend the range of interviewing through mobile device capabilities so that interviews can be accomplished on the fly, in an airport lounge or from a remote working setup. The interview can also be conducted over time by sending and receiving video questions and answers. Candidates can receive login credentials, be invited to a session, click question clips, and submit responses at their convenience.

Video in this form adds a more accurate overview and interpretation of a candidate than would a traditional phone screening. If multiple team members have a stake in the hiring process, personnel can view and give feedback on recorded responses at their own pace. This saves a remarkable amount of time and effort, and expedites the interview process for the candidate, because they do not have to wait for all team members to have a similar opening in their schedule to be part of the interview. Different parties can be enabled to view different interview videos and ask questions within the platform, creating a teamwide experience.

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Preparing for the Interview

While video adds a great deal of convenience to interviewing, it also comes with some considerations and preparations. Interviewers should always test out video equipment and software, and make sure all programs are updated prior to the interview. Engage in a test run and troubleshoot any issues before going live. It’s important to respect the interviewee and work out any bugs prior to the interview so you don’t unnecessarily fluster them or give an impression of your company being unprepared. Confirm that all usernames are acquired prior to the interview time as well.

With that said, prepare for the worst. Sometimes technical problems are unavoidable. Keep other channels of communication handy in case a problem should arise that is causing added trouble.

Mannerisms in Video

The informal nature of video chats requires the tone to be set early. Define expectations prior to the interview by outlining an exact time for the interview, who will be in on the call, and what the process of the interview will look like. If multiple personnel are in on the interview, make sure that they mute their microphones at appropriate times so they don’t create distractions. Redirect incoming calls to voicemail and be aware of what is taking place in your setting.

Treat the interview as you would a live, in-person interview. Dress professionally and actively listen to the candidate, providing follow-up questions along the way. Remember to smile. Don’t blatantly read questions from a script. Be practiced and prepared. Finally, it’s important to check your eye contact. Look at the camera instead of checking yourself out on the screen during the interview.

When you reflect on the fact that the average employer interacts with approximately 22 candidates for every single person hired, receiving hundreds of resumes and applications for each vacancy in the company, it becomes clear why expediting and adding efficiency to the hiring process is necessary. Video fulfills this role, and hopefully these considerations will shed light on the possibilities of this platform.

About the Author
Sean Gordon is chief executive officer for HireNami. He has a passion and an extensive track record recruiting, hiring, training, and unlocking the talent of people. For more than 20 years, Sean has been on the frontlines of business across North America. He started with AT&T, where he went from the ground floor to building award-winning teams in sales and operations from coast to coast. He delivered equally stellar results for EMC, Aetna and West Corporation before becoming CEO of a technology company in need of innovation. Sean has successfully created new lines of business, reinvigorated stagnant company cultures, and mentored hundreds of successful employees who have thrived and gone on to do great things in their careers, which he is most proud of. Connect with Sean Gordon on LinkedIn.
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