Dewey GrantGlobalization of the human talent pool and the adoption of hybrid work models have revolutionized professional landscapes, which obviously affects recruiting. Video interviews, first seen as a forced measure, have evolved into an effective means of saving the recruiters’ and the candidates’ time.
Today, video interviewing is no longer just a Skype call with an overseas candidate – it is a functional part of a recruiting routine that may include one-way pre-recorded messages on the candidate screening stage and face-to-face video meetings with multiple participants.
Of course, like every functional routine, it needs a proper setup to be truly effective. Below are some proven tips to help you master the art of video interviews and boost your company’s chances of hiring the best talent.
Systematize video interviewing patterns
This may sound far-fetched for the first ‘how-to’ tip, but that’s where it all begins. The success of most recruiting funnels rests in their uniformity, with just enough space for reasonable improvisation – and it’s important to treat video interviews as an essential part of a uniform recruiting funnel. Just like recruiters use an email finder when reaching out to passive candidates and create attention-grabbing job templates for attracting active applicants, video interviewing should have a patterned routine. Here are some suggestions to get started.
Create structured questions
Create a list of standard questions for each anticipated job opening and use the same template for all candidates. Make sure to have different ‘pre-sets’ for in-house and freelance candidates. This approach can help accelerate the recruiting process, helping you pick only the best professionals.
Some standard questions to pay attention to when interviewing freelancers include:
- Availability and time management, i.e., how many projects/clients do they typically handle simultaneously? What does their weekly schedule look like?
- Remote communication preferences, i.e., what tools do they use for day-to-day communication? How quickly do they typically respond to messages?
- Independent work style, i.e., how long have they been working in this mode, and do they see any challenges in remote work? How do they stay motivated and accountable when their home routine interferes with work?
Some of these questions may seem like a formality, but they’re not. Candidates’ answers about remote work challenges can show how realistic and organized a person is. Answers about availability and time management can also tell a lot about a freelancer. Amateurs often juggle different projects and clients, which often leads to burnout and loss of focus. Clearly, both affect their work quality.
Professional freelancers are usually more cautious when choosing their employers and give reasonable, justified answers about how much workload they can handle and why. That is not to say hiring managers should not give beginning experts a chance. A shift to freelancing may happen at any age, but the main idea is to evaluate a candidate’s professionalism and work ethic.
Choose software that aligns with your recruiting goals and budget
It may sound obvious, but today, video conferencing tools have unique features and pricing plans that make them perfect for some recruiting teams but somewhat excessive for others.
Some companies can use basic video services, like Willo or Hireflix, that specialize in one-way pre-recorded interviews. Or, one could use more advanced SaaS tools that support video recording and live-streamed meetings, like VidCruiter, designed for high-volume recruiting.
The trick is balancing features and their respective costs – after all, there is no use overpaying for features you won’t be using, so choose wisely.
Invest in candidate experience
In the long run, candidate-centric recruiting is a strategy that always pays off. To fully leverage the power of video interviews, recruiters should, first of all, make it easy for candidates. When looking for freelance hires, an invitation to submit a video portfolio as a presentation is a win-win strategy. First, it gives candidates time to choose projects directly related to each client’s project specifics. Second, HRs get all the time they need to evaluate these video presentations before meeting face-to-face (or screen-to-screen).
When asking for pre-recorded interviews, keep in mind some job applicants may be unfamiliar with this practice – even though the interviewing format is growing increasingly common. Such candidates might benefit from clear, easy-to-follow instructions.
Keep in mind, though, that those uniform instructions should be easy to understand for all candidates, from online learning specialists and creatives to high-tech professionals. Here are some pointers to consider:
- Mention that pre-recorded interviews are a part of your company’s hiring routine;
- Give specific, step-by-step submission instructions;
- Specify how much time candidates have for each response – for example, give them time between one and five minutes for each prompt;
- Provide a sample video if possible;
- Give support contacts should the candidates experience any technical difficulties.
Providing clear and easy-to-follow instructions will show applicants that the company is invested in the candidate’s experience and will act as a clear sign that interviews are a part of the hiring routine, so there is absolutely nothing to get alarmed about.
Still, keep in mind that not all people are equally comfortable in front of the camera, and candidates should be allowed some time to practice their answers before submitting the final version. There is no need to turn the video interviewing process into a stressful exam or a closely watched state secret.
Besides, allowing candidates to choose their final response version from several pre-recorded attempts saves recruiters a lot of time sifting through uninformative answers. Of course, this approach is not ideal for recruiters who want to assess a candidate’s creativity and reaction time – but then again, there will be time for that during the face-to-face, should it come to that stage.
Top tips for a smooth face-to-face experience
Eventually, some candidates will reach the face-to-face interview stage. And even if this meeting is more of a screen-to-screen than the actual face-to-face, the logic is still very similar. There are just a few technical details to consider:
Test technology before each meeting
This may sound like a no-brainer, but minor accidents happen when you least expect them. If you do not want to spoil the impression and ensure your face-to-face interview is a synchronous interview, not a series of annoying glitches, always test the microphone, video, and internet connection before pressing that call button.
Adopt a relaxed, positive tone
Ideally, recruiters should aim to create the same relaxed and positive atmosphere as during personal meetings. You likely have had some previous (written or asynchronous video) communication with the candidate. Still, when conducting a first two-way interview, take a few moments to introduce yourself – that is, work to establish the human bond.
Record for future analysis
Recording a two-way interview makes sense for future analysis, but do not forget that you need a candidate’s explicit permission. Ideally, recruiters should tell interviewees if their meetings will be recorded before the call – but just in case this part was accidentally omitted, it’s ok to ask for permission after re-introducing yourself and other participants (if any).
Stick to your standard interview structure
Another useful tip that will save recruiters some time and stress while conducting their first video interviews. Treat it as yet another personal meeting and stick to the same questions you normally ask during a real face-to-face. Similarly, it makes sense to plan the same amount of time for each interview.
Include behavioral questions
Behavioral interview questions are some of the best ways to assess candidates’ soft skills and overall fit into the company culture. If you have allowed candidates enough time to think over their answers during the asynchronous interview phase, that’s your moment to shine and watch for the candidate’s responses to behavioral and creative questions. Besides, if asynchronous interviews were thought-through, you should already know enough about the candidate’s hard skills and experience – and now, it’s time to evaluate the soft side.
Watch the body language
Of course, a video interview may not be as informative as a personal meeting in the real world, but it still says a lot about the candidate. Watch out for the common red flags and take a look at the setting, too. Obviously, mind your body language, too, and make sure the background is neat and professional.
Openly discuss contract terms and project scope
This part is especially important when hiring freelancers, and personal interviews are the best time to discuss these matters. Here, transparent communication is key – if you are looking for a short-time hire, don’t beat around the bush. While most full-time freelancers are interested in long-term collaborations, many welcome short-term gig work as a chance to learn something new or make a valuable connection.
Always provide feedback
Similar to personal interviews, try to wrap up on a positive note. If possible, provide some quick feedback before you ‘hang up.’ If not, promise to email the detailed feedback later and deliver on that promise. Even if you decide this particular candidate is not the best fit, nurturing connections with human talent can go a long way – especially in today’s interconnected world of global talent.
This simple routine should help recruiters leverage the power of video interviews in their search for the best talent. The final suggestion to truly master the art of video interviews is to leave just a little room for creative improvisation – pretty much like it involuntarily happens during ‘real’ face-to-face. And, of course, after choosing that perfect candidate for your team, do not ignore the onboarding – an equally important stage of a recruiting funnel that can ensure a new candidate turns into a lasting hire and a valuable asset for your team.
Raksha
Vicky