Has your organization shifted to video job interviews? Have you already been using them for some time as part of your recruitment strategy?
Whether you’ve started doing them because of strategy or circumstance, the shift to a video interview process has become essential, given the nature of this pandemic.
Like other interviewing formats, the goal is to help you identify top talent. Even though video interviews share similar strategies and characteristics as in-person interviews, there are also a number of differences.
Video interviews offer many benefits, including:
Use these tips to create a video interview process that will help you separate the top talent from the pack:
Fortunately, there is a variety of video meeting and conferencing tools to choose from. Each one has its advantages and disadvantages. Explore your options and choose the software that has the tools, resources, and capabilities you need to meet your interviewing needs.
Regardless of the interview format you are using, you need to know who you are looking for. Have a defined ideal candidate. Know the skills, level of experience, and personality traits you are looking for. Create an ideal candidate checklist to compare candidates and take notes as you interview them.
Pre-screening is an effective way to identify if a candidate’s resume matches up to who they say they are. A quick 5- to 10-minute pre-screening phone call can help you identify candidates you want to speak with. Avoid spending your video interview time on candidates who may not be a good fit.
Video can be used as part of the application process itself. You can request candidates to submit a video to introduce themselves. Ask them to answer your pre-screening questions. A video application will help you learn more about the candidate and allow you to assess their personality more effectively.
Video job interviews take on one of two main formats. In one way video, you ask candidates to record themselves answering a list of questions you’ve provided. This can save time on your end, but you will not have any interaction with the candidate, and they can choose the best recordings to submit.
Two-way video is the most common type. It’s a live video call between you and the candidate. It happens in real time and is similar to an in-person interview. The format that is best for your company will depend on the role you are hiring for and other considerations.
In-person interviews are one of the most effective ways to assess a candidate. So, treat your video interview like an in-person interview. Ask the same questions, follow the same process and include the same people. The only difference is instead of a candidate sitting across from you, it’ll be your computer.
Technical issues are possible. It could happen on your end or it could be an issue with the candidate’s connection. Either way, have a built-in process for how to handle these situations. Provide this information to the candidate so they can reconnect with you as quickly as possible.
IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.
Ross Campbell is a Partner and Practice Lead, Financial Services & Insurance with IQ PARTNERS. Celebrating over 10 years of management consulting experience in executive search, recruitment, and training in Canadian financial services and insurance companies, Ross thrives on the belief that business can be done significantly better by investing in the right people.