Simplify your talent journey and make confident people-focused decisions with Xref. Find out why the organisations you trust, choose Xref.
Reduce attrition, improve retention, build corporate memory to improve organisational metrics with an Xref Exit Survey.
Give your people a voice with a tailored Xref Engage survey.
Increase retention and reduce turnover with quick employee feedback from an Xref Pulse Survey.
Get started with referencing in Xref today for free. No credit card required.
Modern technology has changed the hiring process with video interviewing becoming a common staple. Video interviewing saves valuable time and resources, and now with remote hiring on the rise, it may be the future.
You’re probably on the video interviewing bandwagon already. Here are some tips and good practices that could help you improve:
Ask the hiring manager to list the elements (hard and soft skills, years of experience, degrees, etc.) they consider important and the not so important ones; this will allow you to include precise questions in the interview and shortlist candidates.
Make sure your video platform has run its updates before the interview time, and your app is ready to launch. You wouldn’t want your interview to be held up because your system is running a software update, it may leave a negative impression on your candidate. No matter how many times you test your software, tech problems can still arise. If your audio, video or internet gives trouble, it’s crucial to have a backup plan in place. You could opt to move to a video call or switch to another platform to continue the interview.
Eye contact for video interviews is important. If you’re using two screens, remember to look at the screen which has a live video camera. Often recruiters are looking at their candidates projected on another screen, and it may be confusing for a candidate.
The pressure of facing an interviewer is less in a video interaction as compared to face to face. Some candidates still feel nervous and need time to think before they speak. Allow your candidates sufficient time to respond to the interview questions.
If you’re distracted during the video interview or your mind has wandered off, your candidate may notice it. Nothing will leave a worse impression on your candidate regarding you and the organisation.
Remote working may require a few different skills as compared to in-office ones such as the ability to be a self-starter or to be task-oriented. It will help to gauge if your candidate has the discipline to execute their tasks remotely.
Is the candidate dressed appropriately? Have they managed a quiet location or do they have distractions in the background? What level of interest or disinterest does their body language show? Your candidates’ video presence indicates if they are serious about the role or if they are fishing around to see what's available in the market.
Candidates want to know what kind of environment and culture they would be getting into, and likewise, you’d like a candidate who will mesh with your team. With the possibility of overseas hiring, this is one aspect you may not want to overlook. Maybe questions on the environment they thrive in or how their co-workers would typically describe them would help.
Once you’re done with the video interview, make sure you are fully disconnected before you say anything else. An accidental offhand remark or gesture may get broadcasted to the candidate.
Try to elicit an emotional response of joy or happiness in your last question. For instance, you could ask them about the last gift they bought or if they are interested in a particular sport. It would leave your candidate with a positive experience of your brand. If your candidate is interviewing in multiple places, a positive experience may help your brand stand out among the offers.
It’s crucial for hiring managers to be equally prepared and involved as the recruiting team. An important step is for a manager to clearly define their ideal candidate, perhaps someone they have worked with in the past of a current team member. References of real-life examples can help you understand the qualities and skills required for the role and improve your candidate search. It would be a good idea to share the tips above so your hiring manager is as ready as you are in creating a great candidate experience.
Video interviews are here to stay, and it is best to get acquainted and be ahead of the learning curve to create a good candidate experience. Video interview platforms have allowed us to recruit from all over the world so if you’ve had an eye on a candidate from another location or overseas; it’s an excellent way to get to know them without spending large amounts of your budget on airfare or accommodation.
Preparing for the interview, keeping your tech up to date, being 100% present and making eye contact are some of the handy tips for your next interview. Make sure to leave your candidate with a smile on their face and a lasting impression of your organisation.