The Internet is loaded with information about video interviewing, including many tips for job candidates on how they should best prepare for and conduct self-recorded video interviews. Seems to me that hiring managers could benefit from some tips too, not just how to engage in a video interview but what to do after a candidate completes one.
- First things first – You have to decide whether you are conducting a live video interview or a virtual one-way video interview as both offer varying benefits.
- Conducting a live interview –
- When conducting live interviews, dress professionally! You are representing your company and if you want to attract top talent you need to represent it well.
- Keep your interviews structured! Don’t ask one candidate a different set of questions than another. This makes comparing candidates more difficult and could open you up to a discrimination suit down the road. (Video interviews are great for providing the mechanism for structuring the interviews.)
- Look into the camera when speaking to the candidate and, similar to the numerous tips provided to candidates, make sure your lighting is good and nothing distracting to the candidate appears in the background.
- Giving second chances – One-way interviews essentially allow the candidate to interview themselves. All you need do is sit back and wait. One important consideration is whether you want the candidate to be allowed to answer the question more than once or if you want to give them only one shot at it.
- Record that interview – Whether you are conducting a live interview or a virtual one, you should definitely reap the benefits of conducting a recorded interview. If you are like me, you have to work to maintain focus during a live interview as you find yourself thinking what next to ask them. Recorded interviews allow you to review and re-review your candidates’ responses in a way phone screens cannot.
- Share and compare – Once a candidate completes the interview you can then review to your heart’s content as mentioned above but don’t stop there! Share with your colleagues so a more informed decision can be made. Perhaps your colleagues Hal and Suzy couldn’t make the live interview. Share it with them and save the candidate’s time from having to conduct a second round. Additionally you should compare your candidates to one another. Remember what I said about structured interviews? Your candidates have all answered the same questions which now allow more easily comparing their responses.
- Don’t discriminate – This isn’t exclusive to video interviewing. Indeed you can learn as much from a Linkedin profile or even a resume as you could from a video interview. Still you must avoid the temptation to dismiss candidates you see on video who are dissimilar to you. Studies show that a diverse workforce is far more beneficial than an army of clones.
- Don’t delete those videos – Before you know it, you will have a video database of potential candidates from which to pull when new opportunities within your organization arise. Can’t remember Joe from Jim or what selling experience they have in your industry? Just re-watch their video interview and decide if you want to bring them in for a face-to-face.
So if you have recently subscribed to a video interviewing tool and it is sitting on your online shelf gathering cyber dust and costing you money, you need to blow it off, log in, and rev up your hiring process. Honestly, phone screens today are like Sony Walkmans!