What do you do if you want to streamline your hiring process with video interviews?

1 Planning Phase

Before diving into video interviews, establish a clear plan. Determine the roles for which video interviews are most appropriate and decide on the stages of your hiring process that will benefit from them. For instance, initial screenings can be conducted via video to quickly gauge a candidate's suitability before committing to a more in-depth interview. Additionally, consider the technical aspects—choose a reliable video conferencing platform and ensure that all interviewers are trained to use it effectively. This preparation will help you avoid technical glitches and ensure a professional experience for both interviewers and candidates.

2 Job Posting

When advertising the position, it's crucial to mention that the hiring process involves video interviews. This transparency prepares candidates for what to expect and allows them to ensure they have the necessary technology and environment ready. In your job posting, highlight the key responsibilities and required qualifications, but also include instructions or tips for a successful video interview. This could cover technical requirements, ideal lighting conditions, and even attire suggestions. By setting these expectations early, you help candidates present themselves in the best possible light, making your assessment easier.

3 Candidate Screening

Efficient candidate screening is vital in a streamlined hiring process. Use application forms and pre-interview questionnaires to filter applicants before they reach the video interview stage. These tools can help you understand their experience and qualifications, ensuring that you only spend time on video interviews with the most promising candidates. Moreover, consider using video resumes or pre-recorded video responses to specific questions as part of the screening. This approach gives you a sense of their communication skills and personality before committing to a live interview.

4 Interview Process

Once you've selected candidates for video interviews, structure the process to maximize efficiency. Schedule interviews back-to-back when possible to consolidate your efforts into designated blocks of time. During the interview, have a standardized set of questions to maintain consistency across candidates. However, also leave room for personalized questions based on their resume or prior responses. This balance ensures a fair assessment while allowing you to dive deeper into each candidate's unique qualifications and fit for the role.

5 Feedback Loop

Create a feedback loop with your team immediately following each video interview. Gather interviewers to discuss their impressions and any concerns they might have. This step is crucial for making timely decisions, as it allows you to compare notes and reach a consensus quickly. It's also an opportunity to refine your interview questions and process based on what worked well or what could be improved. By regularly evaluating your approach, you ensure that your video interviewing process remains effective and continues to evolve with your hiring needs.

6 Technology Utilization

Leverage technology throughout your video interviewing process to enhance efficiency. Use scheduling software to coordinate interview times with candidates and reminders to prevent no-shows. Implement interview recording tools, with the candidate's consent, to review discussions later or share them with team members unable to attend. Additionally, consider using artificial intelligence (AI) tools that can analyze speech patterns or facial expressions to provide additional insights into candidate responses. While technology should not replace human judgment, it can complement your decision-making process and provide valuable data points.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?