What You Need to Know About Video Interviewing Candidates
Love it or hate, video interviewing is here to stay. How can TA teams make the most of it to hire faster without sacrificing a wow-worthy talent experience?
Here are 5 ways to enhance how your team uses video interviewing during the hiring process:
- Make all first interviews virtual to expand your candidate range
- Set expectations to help candidates feel more comfortable on camera
- Establish interviewing time blocks with hiring managers
- Re-evaluate the interview team and hiring process
- Leverage automated confirmations and feedback loops
1. Make all first interviews virtual to expand your candidate range
If your organization is open to relocating the right candidate for a position — or offering a fully remote opportunity — a video interview allows you to expand the candidate range. This can be particularly beneficial for niche or hard-to-fill positions in any industry.
Instead of only searching for candidates within a certain geographic proximity to your office, you can easily interview people across the country (or world!), increasing your talent pool to find the right people for open roles. Because of their convenience, video interviews are also a great way to build an arsenal of silver-medal candidates who may be a good fit at a later date.
Either way, you can always invite potential candidates for an in-person interview further into the hiring process if necessary.
2. Set expectations to help candidates feel more comfortable on camera
Some people feel more uncomfortable speaking on camera than in person — and this can be a disadvantage to both the candidate and the organization. The candidate may not represent their fullest potential to the company, while the organization may not obtain a foolproof examination of the candidate.
To help overcome this challenge with video interviews, send an email with tips and expectations before the scheduled interview time. This email should include the interview time, interviewer’s name and title, estimated interview length, and other pertinent information — including how to troubleshoot connection, audio, and video issues.
For interviewers, send a similar list 15 minutes before the interview time that reminds them to check their connectivity, silence their work notifications, and find a quiet place with minimal distractions so interviewers can give candidates their complete attention while staying on schedule.
3. Establish interviewing time blocks with hiring managers
Not only is it important for recruiters to adjust their calendars for candidate interviews, but it’s equally crucial that hiring managers make extra accommodations during heightened hiring frenzies.
Booking interviews before or after hours increases the likelihood that candidates will move through the hiring process faster — and ultimately, join if it’s the right fit. For interviewers without off-hour availability, work together to block ideal interview times during regular work hours every week.
By establishing interview time blocks with hiring managers, you can ensure they have an open spot on their calendars dedicated to candidate interviews. After all, timing is everything in the search for talent.
Downloadable Resource: The 2021 State of Recruiter & Hiring Manager Collaboration
4. Re-evaluate the interview team and hiring process
“Zoom fatigue” is real and could adversely impact the interview process, as well as the end result. The fewer interviews your candidates have to attend, the more likely they’ll complete the entire interview process.
Determine how many interviews are really necessary to make a hiring decision. Can you eliminate some and still appropriately evaluate the hard and soft skills required for the job?
If not, consider hosting panel interviews instead. By having multiple hiring managers and/or interviewers on a single interview, everyone saves time. Choose your panel carefully, however. Candidates can feel intimidated by a group interview, and some interviewers may ask or share less depending on who they’re partnered with.
5. Leverage automated confirmations and feedback loops
To avoid candidate and interviewer no-shows, take advantage of scheduling technology that also provides automated text or email confirmations and reminders. This simple step can save all parties involved countless hours sending one-off messages and rescheduling missed interviews so candidates can move through the process swiftly.
After a candidate completes an interview, they should also receive a thank you and communication requesting feedback so your TA team can establish areas of improvement. Remember, today’s job seekers are accustomed to instantaneous hyper-personalized experiences, so being transparent and over-communicating will ensure more candidates remain engaged.
The right tech is crucial to support video interviews
Video interviews, Zoom calls, and virtual meetings aren’t going anywhere. Be strategic about what recruiting technology tools you use to streamline the process, improve the experience, and make it easier for recruiters to move candidates through the hiring funnel.
By leveraging all video has to offer, your team can expand your talent pool, interview more efficiently, and create a better overall talent experience.