The last few years have seen significant growth in the use of video technology to help select the best candidates for a job vacancy. Employers and recruitment agencies can now make use of video to pre-screen candidates to help narrow down an initial candidate pool to a manageable short list. New online software has made the process streamlined and very efficient, saving time and travel costs for all those involved in a recruitment campaign.
This relatively new form of candidate screening has meant that both the interviewer and the interviewee will need to focus on new techniques to judge candidates or impress prospective employers. This guide sets out some of the V.I.T.A.L elements to bear in mind when judging or creating video answers to interview questions.
For interviewers:
V is for Video software
Make sure you are familiar with the video software you are using. Is the software compatible with all PC/Mac platforms? Is the video recording process properly explained to the candidates? For example, are they aware whether they can edit/re-record their responses before committing to the video submission, or do they only have a single take?
I for Interview Questions
Questions answered on video are much more like a question asked in person as opposed to question asked on a piece of paper. Phrase questions so that answers can be expansive and revealing. Try to avoid the possibility the candidates will simply say yes or no. Spend at least some time agreeing the best questions with the various collaborators on the recruitment campaign.
However try to keep questions relevant to the judgement you are trying to make. It is vital that the expectations for the interviewee are clear.
T is for Take Time to Evaluate
One of the great benefits of candidates recording pre-screening videos is that multiple contributors can provide input into the hiring decision. However, if more people are providing input, make sure they are judging the candidates on broadly the same criteria.
Evaluate each question so that campaign collaborators know what they are trying to judge.
Make sure there has been collective agreement on the measurement and selection criteria beforehand.
When judging the answers, play the video for the all-important first impression and then play it again.
Assess the candidate responses from different perspectives to get a balanced picture. Try to judge responses for the essential or desirable qualities you are looking for in an ideal candidate.
A is for Allowances
Allow for the fact that not all candidates will have the resources to conduct video interviewing. Is there a plan B for written submissions?
Video interviewing systems are not meant to replace face-to-face interviews for final selection. They are instead, to allow you to make considered judgements on the talent pool at various stages throughout the recruitment campaign.
L is for Legal Responsibilities
Remember that the interview should embrace the full scope of equality and diversity.
Questions must comply with the current laws regarding age, sex and disability discrimination.
For interviewees:
V is for Video software
Make sure you are confident with the use of video systems. For example most laptops now have a built in webcam facility. Practice recording videos before jumping in to answer the interview questions. Test out the microphone and be aware where the levels are when you are talking. You may have to speak loudly, as some webcam sound systems are not very sensitive.
I is for Interview Style
Try and answer the questions in a normal relaxed manner without rushing. There is nothing wrong with taking a deep breath and pausing for a moment. The moment may seem like an age, but in practice a pause really helps a point to be made. Be yourself and let your own personality speak for you. Don’t try and be somebody you’re not, it will only backfire later. Just treat recording the video the same as actually attending an interview.
T is for Take Time to Prepare
Preparation and practice will directly influence the outcome of the interview. Although video interviewing may be new to you, there is nothing to really worry about. Above all be yourself and speak naturally and clearly (mumbling is not allowed!). Remember to engage brain and mouth in the right order when giving your answers.
Don’t forget to conduct market research on the employing company.
This is a fundamental requirement, which was not even followed by some of the candidates on this year’s ‘Apprentice’ TV programme.
A is for Appearance and Body Language
Remember that this an interview, so dress appropriately, just as you would for a face to face interview in person. This helps you think ‘in the zone’ so you are mentally prepared. Check that ties are properly done up, hair is combed and you are sitting up straight on a chair.
You are making that all so important first impression, so concentrate and look interested. This may sound daft, but if you have a cold, make sure you blow your nose beforehand to avoid sniffing on film!
Most importantly, be happy and remember to smile. After all you have just got yourself an interview!
L is for Lighting and the Environment
Ensure the room is well lit, with any prominent light source behind, or to the side of the camera. Make sure the wall behind you is clean and clear of posters or pictures and the desk is clear.
Keep things plain and also ensure that mobiles and TV’s are all turned off. If you have pets or children, do keep them (safely) away from the interview room so you are not distracted.
This short practical guide is brought to you by Interview Coordinator (www.interviewcoordinator.com). Interview Coordinator is designed as a centralised applicant tracking system for use by hiring managers and all the participating campaign collaborators. Along with a multitude of other features, the system uses online video to help save time and costs by streamlining the recruitment process. Users pay on a “per campaign’ basis and the system is currently available on a 60 day FREE trial.