I’m writing this because 99% of the people who read our blog are looking for practical advice on how to hire better with the right recruiting tools. And, with the recent shift to remote and hybrid work, as a distributed organization ourselves, we are getting questions daily about advice on video interview software.
So here, this post is all about how to effectively use video interviews during these challenging times to engage candidates in your hiring funnel and continue hitting your business goals.
From the Candidate’s Point of View
Two good friends of mine are interviewing for new jobs, and it's the first time both of them have encountered pre-recorded interviews.
It’s been interesting to hear how the companies they are interviewing with have handled the new process. One of the friends who received the one-way interview link had almost no idea what to expect because the employer provided too little information. While they did mention in their email that the upcoming round would not be an in-person interview, they sent it out too briefly and too late — a day before the submission deadline. The other friend, who also completed a pre-recorded assessment, was aware of the new format used in the initial screening round from the start. This upfront approach from the company did offer them some comfort, although it didn’t change the fact that they felt more pressured during that 12-minute recording than in a traditional face-to-face interview.
Video Interview Software Best Practices and Practical Advice
Going back to my friends, I was shocked to learn that only two of the companies they are interviewing with collectively have been nimble enough to switch their hiring practices to include video interviews.
Each of these people is going for fairly senior roles ($200k+ salaries), and you simply don’t want to lose applicants like this to a company that moved faster. The companies that do adapt will be able to get this talent!
With all that in mind, here are our best practices on how to get video interviews setup quickly, and effectively:
- Explain Benefits: Explain to candidates why you’re doing video interviews and the benefits to them – saves time, allows us to continue to get to know one another despite geographic distance.
- Candidate Expectations: Tell candidates what the appropriate dress code is for a video interview, how long it will take, and where they should do it (a quiet room without distracting clutter in the background).
- Candidate Support: Make sure you give candidates necessary instructions and help them get live with the video interview software. Most vendors have support for this.
- Cut Candidates Slack: Remember the first time you did anything? There were basic things you messed up. If someone is a great candidate but had a messy desk in the background or couldn’t get their video camera to work for a few minutes, that doesn’t mean they won’t be good at their job.
- Consistency: Make sure your recruiters are using a consistent set of questions and criteria for these interviews across candidates – just like you would in your typical interview process.
- Video Interview Solutions: Do 2-3 demos and pick a vendor. We ran demos on a dozen solutions, talked with users of these tools, and trialed the products ourselves to find the best ones.
- I have an interview in an hour: Programs like FaceTime, Google Hangouts, and Zoom can also be great ways to continue the interview process. While they won’t integrate with your ATS or offer all the interview-specific features, they can be set up in a few minutes.
- Pre-Recorded Interviews: If you’re using this format, keep the one-way video interview questions to 4-6 and let candidates know beforehand what the interview format is and when in the interview process they can expect to talk to someone live.
There’s no doubt that recruiting teams that can adapt quickly and stay focused will accomplish some pretty amazing things while the rest of the competition is scrambling. Good luck!
