How can you use video interviews to find the best talent?

The best candidates are interviewing you... consider real-time (two-way) versus one-way interview solutions if you want to really screen, assess, and hire the best talent. One-way tools feel like homework and a second step of an already tedious job application process. Also, consider phone calls versus video calls to reduce interview bias and simplify candidate screening.

I once worked for a company that transformed its sales hiring game across multiple UK sites. We recruited en masse, no industry experience or sales background required! To eliminate bias, we embraced one-way video interviews, breaking down CV barriers. Though our completion rate dipped to 45%, our interview turnout soared to 86%, with a stellar 94% offer acceptance post-interview. Quality triumphed over quantity, proving that unconventional methods can redefine success in recruitment.

Video interviews are a great first step in the recruitment process. It not only allows you to put faces to name but asses communications skills and gauge personalities. Culture is a big aspect of recruiting , especially now more than ever... how can you determine this from a name on paper?

Utilize video interviews to assess candidates' communication skills and professionalism remotely. Evaluate their body language and facial expressions for a more comprehensive understanding. Implement structured questions to gauge problem-solving abilities and cultural fit. Leverage technology to streamline the hiring process and identify the best talent efficiently.

Video interviews can help find the best talent by assessing candidates' communication skills, gauging their enthusiasm and personality, evaluating non-verbal cues, and facilitating remote interactions that save time and enable a wider reach in the hiring process.

I like to send out a sample video of myself completing a different set of questions. I also send one of a colleague doing the same questions in a different way. This shows them what is expected on a when recording answer to a question but helps to show them that it can be down in a number of styles. I also send PDF with tips on how they should record the interview, for example make sure the lighting is good and there is no distracting background so they are the focus. It a good opportunity to direct the candidate to always reference their CV and experience during the interview. I also guide to candidate to think simply: What did I do? How did I do it? What impact did it have to the business?

For the preparation of a video interview, we always send out a pdf with simple and short tipps to prepare accordingly for the first video interview. Also we send out a pdf with all the data regulatories that the person should be aware of and accept before conducting the first interview - this helps us to inform the person with one email including the time, used video platform, participants as well as the two described pfds - we normally never get any questions regarding the first interview beforehand as this is all described within this email. But not only the candidate has to prepare, also we as Recruiters have to. My advice is always to dress properly and stand during the video interview as this guarantees a more confident standing.

Ensure successful video interviews by adequately preparing both yourself and the candidates. Familiarize candidates with the platform, provide clear instructions and set expectations. Test technology beforehand to avoid disruptions. Prepare questions that assess key competencies. Coach candidates on presenting themselves effectively in a virtual setting. This proactive approach ensures a smooth interview process, allowing for a fair and accurate evaluation of each candidate's potential.

It is recommended that the XYZ Organisation implement a competency-based interview procedure that is structured. The impact of this strategy is that it assures alignment between candidate skills and job needs, which results in a 20% increase in successful hires and a 15% boost in employee retention due to greater work fit.

Approaching interviews, I prioritize valuing everyone's time, recognizing its significance as much as my own. Preparation is a two-way street – we can't expect candidates to get ready for an interview if we haven't delved into their CV and experience beforehand. Tailor questions to their unique work history and experience - this will show confidence from the candidate. Keep in mind, the best candidates might not necessarily excel in interviews! Guide their answers with professionalism and warmth - interviews can be daunting. A relaxed candidate is more likely to shine! Our goal is not to trip them up with tricky questions but to bring out their strengths and see how we are able to help each other grow.

Si vous procédez à des entretiens vidéo différés (en asynchrone) : prêtez-vous au jeu et enregistrez vous aussi la question en vidéo. Le candidat se sentira bien plus à l'aise en enregistrant, à son retour, sa réponse en vidéo.

Certaines solutions d'entretiens vidéos différés offrent la possibilité de poser les questions sous la forme d'une vidéo. Cela renforce l'expérience candidats et permet également d'embarquer vos managers dans le processus de recrutement !!! Quoi de mieux pour les candidats d'avoir un premier contact (même en différé) avec son futur manager ?

I always approach it as everyone's time is a valuable as mine. We can not expect a candidate to prepare for an interview, but no have done our on preparation into their CV and experience. Follow the structure of the question but tailor them to their experience and work history. Sometimes the best candidates do not interview the best! Guide there answers, be professional and warm. The more relaxed the candidate can be, the more they can shine! We are not there to trip them up on their answers but to bring out the best in them!

We always use an interview guideline which we discuss before the interview together with the Hiring Manager (if he/she is attending) the first video interview. This guideline includes the different parts of the interview and helps me to have a clear structure of the interview and use the same guideline for all interviews for a certain position with the aim to have a proper comparability between the interviewed candidates. -For me it is crucial to prepare myself before each interview and add a personal touch - so always study the CV and try to pick a special interest / hobby or experience of the candidate to to loosen up the conversation right at the beginning - this is always a great opener and makes the start smoother.

There is a fine line between bias and professional opinion. Your evolution of each candidate should follow the exact same structure to avoid it. Your internal feedback should be able to be sent back to the candidate as external- it should be professional but do not be afraid to be honest. Be constructive too- why was the answer good, what was missing? How could they improve? What did not make sense? Also if a candidate does not do so well, remember to tell them what they did well, so they can build on the things they are strongest at and work on the things they struggled on.

Evaluate video interviews objectively and consistently to identify the best talent. Establish clear evaluation criteria, focus on key competencies and avoid biases. Ensure a standardized approach for all candidates, promoting fair assessments. Objectivity and consistency in evaluation contribute to making informed hiring decisions, maintaining fairness and selecting candidates who align with the organization's requirements and values.

Employ an assessment grid that is based on competencies and is aligned with the core criteria of the XYZ Organisation. Impact: This strategy leads to a twenty percent improvement in the accuracy of recruiting judgements and a twenty-five percent reduction in subjective biases, which ultimately results in hiring decisions that are more informed and reliable.

Assim como as entrevistas presenciais, nas entrevistas por vídeo também conseguimos avaliar habilidades técnicas específicas e comportamentais, avaliando não apenas as respostas dos candidatos, mas também suas expressões faciais, linguagem corporal e habilidades de comunicação, observando competências comportamentais que são fundamentais.

Benefit: Video interviews break geographical barriers, allowing access to a diverse pool of talent globally. Practical Experience: As a Senior Recruiter, leveraging video interviews enabled me to connect with high-caliber candidates from various regions, tapping into a more extensive talent network than traditional in-person interviews would allow. Cost-Effective Recruitment: Benefit: Video interviews significantly reduce costs associated with travel, accommodation, and logistics for both candidates and recruiters. Practical Experience: Implementing video interviews led to substantial cost savings, allowing resources to be redirected towards more strategic aspects of the recruitment process, such as targeted talent acquisition campaigns.

Optimize the benefits of video interviews to enhance hiring outcomes and identify the best talent. Capitalize on the flexibility, efficiency and accessibility offered by video interviews. Improve candidate engagement, streamline the evaluation process and accommodate diverse schedules. Leveraging these advantages contributes to a more effective and successful hiring process, ultimately securing top-tier candidates for your organization.

An all-encompassing video interview training curriculum should be developed for the interviewers working for the XYZ Organisation. Contributing to a stronger employer brand and a 25% improvement in hiring quality and retention rates, this project results in a thirty percent reduction in the amount of time it takes to hire new employees, a twenty percent drop in the cost per hire, and a fifteen percent increase in the number of diverse hires.

Offer candidates an alternative option to be interviewed and assessed as for some candidates a one-way or two-way video interviews won’t work for them for a variety of reasons.

A big misconception about one-way video interviews is that they are used to "screen out" when in reality, many orgs are using them to "bring in" more candidates. Consider the bandwidth constraints of doing 30 minute phone screens as a preliminary interview. A recruiter can only do so many in a day/week. In practice, too many TA teams end up shortlisting candidates based on their capacity/time to hire constraints rather than considering everyone they'd like to learn more about. One-way interviews give TA teams increased capacity which allows them to invite more candidates beyond the resume screen stage. By widening your talent pool at the top of the funnel, you give yourself more swings at the plate to find the best person for the role.

Sometimes HMs watch the videos and make decisions about the candidate without reviewing the resume or discussing the candidates with the recruiter. It may be helpful to watch the videos with the HM during the presentation of candidates. Then you can ask questions about how they evaluated the candidates. HMs do a lot of interviewing but that doesn't mean they are necessarily good at evaluation whether it's a resume, video interview or face to face.

Video interviewing is not new to the recruitment space however, is still new for many candidates and most do not know what to expect. A courtesy call prior has a significant impact, candidates are better prepared and show up more naturally. Another consideration is the use of pre-recorded video interviews during the hiring process, if you are more deliberate about the questions asked, hiring teams can review videos to learn more about the candidate before the team interview, it makes for a more effective interview and better prepared hiring teams, many will come with questions after reviewing the pre-recorded interview. Candidate experience is positive, they notice that the hiring team has taken a deeper interest in getting to know them.

Take advantage of video interviews to save time and money, expand your talent pool, and improve employer branding and hiring. Also consider interview technology, legal compliance, and data security. XYZ Organisation used AI-driven tools and live and pre-recorded video interviews to expedite assessments. This strategy reduced time-to-hire by 40%, increased diversity by 25%, and improved applicant experience, boosting HR initiatives.