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Video Stars: Part 1

Video Stars: Part 1

Over the last weeks my posts have discussed the recruitment cycle. Now it’s time to take a look at some of the recent technological developments that could reduce the stress of your recruitment processes.

You have an urgent requirement, the job description has been written, the job has been advertised, the CVs have been shortlisted. But when and how are you and your team going to see the candidates with so many deadlines to meet?

Video interviewing is relatively new to the world of recruitment, but is becoming increasingly popular, valued now by many small and large organisations. There are two types of video interviewing which service a very different purpose. This week I’m going to talk to you about live video interviewing:

Initially it was used by those who had high volume recruitment needs. However in today’s highly competitive and fast paced society, video interviewing can also support those companies who may only recruit once or twice a year. It allows any recruiter to differentiate between candidates quickly, and thus save time and money.

Video technology will allow you to interview candidates not only in our country, but also globally, in a cost effective and timely manner. First round interviews with time pressured candidates, and employers can be done quickly and efficiently, at a mutually convenient time, inside and outside of office hours. Immediately you take away the stress of people’s busy schedules and the cost of getting them to interview. If you can’t coordinate the diaries of interviewers it is easy to arrange a second video interview, or indeed you can record the interview to watch and discuss at a convenient time.

Prospective employees will judge a company initially by its recruitment process, and will be impressed by a process that is professional and timely. This can only help your ability to secure your preferred candidate.

To avoid missing the connection, emotional and technological there are a few tips that should be considered;

  • Give yourself time to check your technology is right and working correctly. Check that the candidate has fast enough broadband to avoid awkward delays and breaks in connection. Ensure the room you intend to use is set up for an interview; you need the same privacy as for a face to face interview. You need to ensure you put the same time aside and that you are not disturbed.
  • Rapport is very difficult to build in what is a staged environment, and you need to take this in to consideration. Take more time than perhaps you normally would to put the candidate at ease. Candidates I worked with who were interviewed remotely often complained of lack of eye contact. So, if you don’t want to come across as a bit shifty ensure the camera is set close to your faces and at eye level. Make sure you smile, as the ability to use body language is limited. Consider getting somebody to sit in and take notes so you don’t chance losing eye contact.
  • An interview using video conferencing is an uncomfortable environment, as such it is likely that the interview will run more quickly. Be prepared for this by having extra interview questions, or scheduling initial interviews to run for a shorter period of time.

Finally remember, even if you can not see the candidate they may be able to hear you! Be very aware of what you say before and after the interview if you want to avoid any ‘You’ev been framed’ moments.

To judge the candidates equally all should be video interviewed. I would suggest that video interviews work best at the first round. Beyond this point you will want candidates to show some commitment and meet face to face. I may be old fashioned but nothing beats the face to face interaction when it comes to interviewing.

If you are interested in finding out more about video interviewing or have any other recruitment questions we can help you with please do not hesitate to get in touch.

Martha

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