HRM Tips: How to successfully conduct video interviews
Uncertainty in the current world of work is posing a challenge to established hiring practices, particularly when it comes to interviewing potential candidates for a new role. Virtual recruitment methods like video interviews are invaluable in overcoming the challenges of remote hiring, while having the additional benefits of saving companies time and creating more efficient processes.
But while virtual hiring has been growing in popularity in recent years, many employers may be conducting video interviews for the first time over the next few months. For employers who are hiring remotely while still employing their key workers, here are five tips that are essential to conducting a successful video interview and landing the right candidate for the role.
Grant Torrens, Regional Director of Hays in Singapore said, “As the world quickly adapts to changing circumstances and external challenges, it is inevitable that video interviews will become more commonplace. They are particularly relevant for Singapore at this time, considering the recent circuit breaker measures that have the majority of the population working from home.
Virtual hiring is not only essential for businesses who want to keep growing, but also great ways to decrease costs and increase efficiency. Remembering these tips can help employers form a baseline that will help guarantee a smooth interview and ultimately, a successful virtual hiring process.”
- Decide on the platform
Deciding on the right platform to conduct your video interview is a crucial first step to ensuring a streamlined process. While there are a number of options available, such as Skype, BlueJeans, FaceTime and GoToMeeting, it is worth noting that not all candidates will have access to certain tools and some tools may not work in certain countries, depending on where your candidates are based. To minimize any technical issues, communicate with the candidate beforehand to mutually agree on the best platform for all parties and ensure they have all the necessary details and software beforehand.
Additionally, it is also possible that there will be more than one decision maker present at the video interview, which may add a level of complexity to the logistics of it. Being clear on the arrangement of the interview in advance will put candidates at ease and ensure it goes as smoothly as possible.
- Prepare, prepare, prepare
Although carrying out an interview via video may feel different, conducting it in a style and format that resembles a physical interview will benefit both parties by keeping things simple and familiar. For employers, this means preparing a good mix of technical and behavioral questions as they normally would. Another important element of preparation includes counteracting any potential technical difficulties by doing a test run of the software(s) being used, including a soundcheck. Don’t forget to ensure your appliances are full charged before the interview as well.
- Reflect your company culture
An interview is a crucial opportunity for a candidate to gain insight into a company’s organisational culture. As an employer, this means it’s in your best interest to convey this over video. Without the physical element of coming into the office or meeting colleagues, it can be hard for a candidate to get a feel for what it might be like to work at your organisation. Get past this by thinking about your company’s value proposition and culture and sharing facts and figures that paint your company in a good light. Make sure the candidate has ample opportunity to ask questions on this subject too.
- Don’t neglect your notetaking
Interviewing over video could throw employers off important processes they would normally do, such as notetaking. However, while notetaking is important to maintain, it is also important to not let it diminish your engagement with a candidate. Bear in mind that communication can be slightly less natural over video, but still try to take note of how your candidate comes across over camera in terms of their body language, tone of voice and level of engagement.
- Take time to review
With less physical presence, it could be easier for any thoughts you had during the interview to get lost as you get engrossed into other tasks. This is why it is important to take some time and review how the interview went. Everything you have taken note of during the interview will most certainly come in handy at this time, particularly when reviewing multiple candidates. It’s also helpful to have your thoughts collected when feeding back to your recruitment consultant to let them know how it went.