Candidates can access video interviews using their own computer, smartphone or tablet with a webcam. This gives recruiters flexibility in scheduling and provides the opportunity to use existing tools in their recruiting process.
Encourage candidates to set up a space with good lighting and remove any distractions from the background. This can help them feel more at ease and will reduce stress about an unfamiliar experience.
Best Practices for Video Interviews
While video interviews offer a convenient and cost-effective way to conduct conversations that help you get closer to hiring, they aren’t without their challenges. As with in-person meetings, it’s important to set clear expectations and use proper systems to ensure candidates take the interview seriously and that you evaluate them fairly.
For example, ensure the meeting room is free of distractions and has good lighting. It’s also a good idea to test the equipment and internet connection before the interview and mute notifications (email, Slack, etc.). This will avoid any disruptions during the call and allow you to focus on asking the candidate your questions without interruption.
Many candidates find it easier to fall behind schedule when conducting a video interview because they’re often at home or another location away from the office. To prevent this from happening, it’s a good idea to create a schedule and stick to it. It’s also helpful to use a timer to keep track of the interview duration and make sure you cover all your prepared questions before the interview ends.
Maintaining eye contact is also important but can be challenging in a video interview. A good rule of thumb is to look directly at the camera while speaking. This will give the impression of good eye contact while also making it easy for candidates to see your face when you respond to their answers.
Benefits of Video Interviews
One-way video interviews enable recruiters to screen candidates more effectively. They can use a mix of pre-recorded questions and custom ones to dig deeper into a candidate’s skillset and experience. In addition, they can ask candidates about their career path and get a feel for how their personalities would fit into the organization’s culture.
Video interviews also eliminate scheduling complications that can derail the recruitment process, allowing hiring teams to move forward candidates with greater confidence. Additionally, they’re a cost-effective alternative to in-person interviews and help organizations avoid travel expenses.
Because video interviews take place in the comfort of a candidate’s home, they can reduce stress and anxiety associated with traditional job interviews. Candidates can prepare for the interview on their own time and rehearse responses to questions prior to the session. This enables them to deliver more thoughtful, confident answers.
Additionally, with video interviews, it’s easier to read body language and facial expressions to gain valuable insights that would be difficult to see or hear in a phone call. For instance, if a candidate’s eyeglasses are reflecting light or have glare, it can be easily corrected by adjusting the position of the light source or wearing glasses with a clearer lens. The flexibility and convenience of video interviews allow candidates to be more themselves, resulting in a better overall interview experience.
Video Interviewing Technology
Video interviewing software can enhance the process of assessing candidates in multiple ways. Some software platforms provide recruiters and candidates with pre-recorded questions, the ability to record and re-record answers, and a platform that allows recruiters to easily use a template for evaluating candidate responses.
To improve the quality of video interviews, recruiters can ask candidates to participate in the virtual interview from a quiet setting where there is little chance of interruptions. They can also request that candidates dress professionally and test their microphones, cameras, and internet connections prior to the interview. Moreover, recruiters can encourage candidates to bring extra material such as their CV or work samples that they would like to refer to during the interview.
A successful video interview can significantly impact the hiring decision. If the candidate feels comfortable and engaged during the session, they are more likely to move forward in your hiring process. A poorly conducted video interview, on the other hand, can negatively affect a company’s employment brand.
It is important for recruiters to follow best practices in order to optimize live video interviews and assess candidates effectively. Additionally, it is crucial that recruiters are familiar with the software they are using and know how to utilize its functionality such as screen sharing, session recording, and muting capabilities. They should also practice with a colleague to ensure they can quickly resolve technical issues that may arise during the interview.
AI in Video Interviews
The use of AI in video interviews is an important part of the future of recruiting. AI-based video interviewing software can analyze a candidate’s word choice, speech patterns and even facial expressions to assess their fit for the role and company culture. It can also provide recruiters with scores that can help them assess candidates’ suitability for a specific job, saving them time and effort.
Unlike traditional in-person interviews, AI assessment is one-way and asynchronous, meaning that the interview can be conducted from anywhere that has an internet connection. The technology records a candidate answering a series of questions delivered by the software, fpt tuyen dung with each question having an assigned time limit to give an answer. Once the interview is finished, it is automatically uploaded to a recruitment platform for recruiters to view and evaluate.
A major benefit for applicants is that they can take the interview from anywhere, including their own home. This can reduce their stress and enable them to get more time to prepare. They can also save money on travel and interview wages.
However, it’s important for applicants to understand that a video interview is not the same as an in-person interview and should be approached differently. It’s important to look at the camera and not away from it when speaking, and to make eye contact with the interviewer where possible. If the interview platform provides a playback function, it can be helpful for applicants to watch back their response to make sure they have answered the question fully and that they haven’t made any errors.
