Here is the third and final part to the complete guide to video interviewing. The article starts off by dealing with some ways recruiters can help an applicant get ready for a video interview.
• Send them a video link ahead of time. When doing a live video interview, give candidates fair warning of what platform you will use. That way, the candidate has a chance to download a plugin or programme before the interview begins.
• Be transparent about time limits. If you’re conducting a live video, let them know ahead of time that the conversation will be limited to a half hour or hour.
If you’re sending through questions for a one-way interview, provide the deadline for completing the interview as well as the allotted time allowed per question.
• Provide connection speed and other tech specs. Some platforms work best with fast connection speeds; others have specific settings for when the internet is slow. If you know a candidate is located remotely, give them fair warning about what your video interview connection requires.
• Let them know who will be in the room. Live video interviews can sometimes be conducted with multiple interviewers in the room. It can be intimidating for an applicant to see a room full of people listening in on their answers unexpectedly. Make sure to prepare the candidate ahead of time so there are no surprises.
Avoiding cheating in video interviews
One of the disadvantages of a one-way video interview is that it allows a candidate to use notes or “cheat” when answering a question.
Cheating on a one-way video interview could mean preparing answers or notes ahead of time, and simply reading off a response. This helps an applicant sound more prepared or qualified than they actually are.
On the other hand, preparing ahead of time isn’t really “cheating” per se – it’s more misrepresenting who you are as a candidate. Many people consider more preparation to be a good thing and don’t believe it’s possible to cheat on a one-way video interview.
Another way a candidate might cheat is to lie about their qualifications and experience.
One-way video interviews actually do prevent some of the cheating that is common in phone screens, not to mention lying on resumes.
To detect cheating, recruiters can:
• Set a time limit on how long a candidate has to read a question and record a response.
• Limit how many times (if any) a candidate can re-do their video response.
• Pause, rewind, and rewatch candidate responses to see if they’re reading from a script.
• Vary questions between candidates to ensure no one is sharing the interview questions ahead of time.
• Ask candidates to perform a series of tasks online. Give candidates the opportunity to show how well they can do the job.
Of course, video interviews are just one part of the larger application; so, worst case scenario, if an applicant misrepresents their qualifications in a video interview, there are other ways to assess their suitability for the open role.
Many recruiters report that having to watch hundreds, or even thousands, of pre-recorded videos is burdensome and boring.
Even when the interview process is limited to three video answers, giving each video the attention it deserves is massively time-consuming.
One way to mitigate the excessive demands of video interviewing is to combine video questions with skill testing. When taken together, video interviews and skill tests can give you a 360-degree view of a candidate’s ability.
Besides asking a candidate to run through a call centre script, for example, ask them to edit a pitch deck, use Google Docs, or manipulate an Excel spreadsheet.
Some employers use AI to help speed up the process of screening candidates and ranking them based on their ability.
Video interviews serve candidates best when the platform is flexible and usable across devices. Look for a platform or tool that can be used on phones, tablets, and laptops/computers.
The best video interview tools don’t require additional equipment, such as a webcam or microphone. Make sure your interview platform supports both iOS and Android devices.
Integrating video interviews with skill tests
One of the best ways to use a video interview is to integrate pre-recorded video responses within a skill test. Many companies use one-way video to see if a candidate has what it takes to do the job well.
Here is one way to combine a one-way video interview with an immersive skills test:
Evaluating video interviews
Video interviews – particularly pre-recorded videos – should be considered slightly differently than in-person interviews. Here’s what you need to know about evaluating a candidate remotely:
• For internal hiring teams
One of the biggest benefits of video interviewing is the ability to play back the conversation for others in the recruitment team.
Not everyone needs to be in the room for the video interview; stakeholders within the company and your HR team can send in questions ahead of time and watch the answers that are most applicable to their role on the team.
Generally speaking, it only takes watching one or two videos to get a sense of what a candidate is like.
• For recruitment agencies
Recruitment agencies are among the most common employers using video interviews to shorten their time to hire. Some agencies ask contractors to submit video resumes that they can then send to potential new clients.
A video resume is not dissimilar to an interview, but it’s usually a short introduction to a candidate’s background that can be used to communicate someone’s interpersonal skills and body language.
Likewise, video interviews are an efficient and effective way for agency recruiters to screen candidates prior to putting them in front of a client.
Interview scheduling between a candidate and client can be time-consuming; so streamlining the process as much as possible helps an agency maintain a good relationship and save time and money.
This article first appeared in vervoe.com. At Vervoe, our mission is to fundamentally transform the hiring process from mediocracy to meritocracy.