How To Adapt Your Hiring Process For Video Interviewing

How To Adapt Your Hiring Process For Video InterviewingVideo bewerbervorstellungsgesprching makes adding talent to your team easier, faster, and more cost-effective than ever before. Instead of having to waste time shuffling candidates in for first-round interviews only to find that they simply arent qualified for the position you can quickly watch dozens of one-way video responses from interested individuals. From there, have further in-person or phone interviews with only the fruchtwein qualified applicants. However, for all of its benefits, video interviewing is certainly different from a traditional, face-to-face conversation. As a result, youll need to adjust your interview strategy slightly in buchen to find success as you incorporate this innovative hiring process enhancement. Here are some tips to keep in mind in order to ensure total success when employing video interviewing strategies Focus on clarityWhen youre conducting an interview in person, if you pose a question and the interviewee isnt quite sure what youre asking, they can request clarification. If the individual starts to deliver a response thats not geared to what youd like to know, you can redirect and get the discussion back on track. These abilities disappear in first-round pre-recorded video interviews. To prevent miscommunications, make sure that theres no room for misinterpretation when it comes to your inquiries. Your questions should be very cut-and-dried so that applicants know exactly what youre trying to ask.In a videointerview, questions need to be clear so candidates know what youre asking.Click To TweetHere are some questions you might consider asking interested participants, as they typically have strong success rates when used in a video interview settingHow would your co-workers describe you?Whats your ideal work environment like?What do you enjoy most about your current job? Whats your least favorite part of the job?Discuss a time you made a mistake at work. How did you c orrect the issue?What initially drew you to this company/role?These questions allow applicants to give detailed, expressive answers, but they dont leave much room for interpretation or confusion. They also give you major insight as to who this person is and what matters to them. If they talk about their love of collaboration and the role youre hiring for tends to work solo, you know they might not be the best fit. If most of their answers talk about needing structure and set duties, but youre running a startup where each employee does a little bit of everything, you know you might want to take a look at a different candidate for this role. If the person cant offer much insight as to why theyre interested in the company or job, its another indicator that its not worth moving them to the next step of the interview process. When performing a video interview, stay away from questions that could generate a simple yes or no response. This doesnt provide you with much information about the person giving the reply. Plus, if the interview is pre-recorded, youre not there to prompt them to provide more details for you. Make sure your job description doesnt kiste flatWhen you bring someone in for a job interview, you have time to show them around the office and talk to them about the role for which theyre interviewing. That goes away when youre just taking a look at an applicants pre-recorded video responses. While this saves money (and protects both parties time), its important to supplement the time youd be spending casually chatting about the open job. One way to do this is by ensuring that your job description does the available role justice. An interested applicant should be able to log on to your companys website and find out all of the details about the position that you would normally flood them with during an in-person first-round interview. What are the required duties? What kind of training or education is necessary? Who would they report to? What kinds of cli ents would they work with? What type of individual typically excels in this position? Feel free to add some personality to the description, too, as long as it remains in sync with your businesss brand. People respond much better to job descriptions with some zing, as opposed to the traditional (and often snooze-worthy) Looking for motivated individuals with 3-5 years experience in marketing, salesThis also prevents candidates from being overwhelmed when they do make it to an in-person interview. They know what to expect about the office and the company so there are no surprises to distract them.Dont neglect your companys websiteA companys website is another powerful resource for job landseekers, and it becomes increasingly important when that business is using video interviews to hire. When a hiring manager or recruiters face-to-face sessions with a candidate decrease, its important that the businesss website is there with updated information about both the job and the company. Keep websites populated with details about open jobs. Dont forget that this site is also an important PR tool. Use it to show off recent awards, big clients youve landed, or charitable work your employees have done. Highlight the kinds of people who work for the business. Responsible job seekers will be hitting Google to check out what your brand has to offer before they apply, so make sure they like what they see when they do a search, and that the site is actually useful to them. And with 89 percent of the 1,000 employees surveyed by Glassdoor using mobile devices during their job search, youll want to verify that the website is mobile-optimized, meaning that it looks great on desktops, laptops, tablets, and smartphones alike. If a tauglichkeit employee goes to view your site on an iPhone and has to pinch and scroll to read about your business, they might think youre out-of-touch with technology. This could lead them to opt to apply at a more forward-thinking brand.Pay attention to no nverbal cuesJust like in a face-to-face interview, non-verbal cues are a major part of analyzing how an individual presents themselves during a video interview situation. Much of our communication comes from nonverbal cues, so paying attention to this aspect of the interview process is highly important. Applicants can speak volumes with their bodies and, in this case, with their interview surroundings, as well. Some things to take note of as you watch a persons video responsesWhat is their surrounding environment like? The right candidate should have taken the time to present a clean, well-organized environment in which to record their responses. You shouldnt see papers spilling out of drawers, dirty dishes piled up, or laundry tumbling out of baskets. If the person is serious about the job, they will have made it a point to tidy up the environment before pressing record.What is their attire like? While they may not be sitting across from you in a formal interview setting, the indiv idual should still be wearing professional clothing as they sit down to record their questions. You shouldnt see ratty t-shirts, ripped jeans, or exposed undergarments. Business attire is a must.A videointerview doesnt mean a candidate can wear ratty clothes in a messy room while recording.Click To TweetHow do they present themselves in the interview? Do they seem engaged and excited? Is their posture strong? Do they refrain from using profanity? Do they speak slowly and clearly? Though it may be a unique type of interview situation from what theyre used to, the ideal candidate will still conduct themselves in a professional manner. They will take the recording process seriously and will make sure to deliver the same caliber of responses that they will when theyre sitting across from you in your office. How is their video and audio quality? Ideally, they should have tested our their system ahead of time to ensure that there werent glitches with the microphone or camera. A person who records the entire interview but doesnt properly capture the audio might not have invested the time to really learn the software, which can indicate theyre not as interested in the open position as other candidates. Is their environment free of distractions? You shouldnt see family members wandering into the shot as the candidate records their responses. Just as they wouldnt bring children or pets to an office for an interview, they should make it a point to be left alone throughout the duration of their video interview in order to maintain a professional tone during their responses. If youre straining to hear a response over a crying baby or barking dog, it may be time to move on to the next applicant.Be forgiving about technology available to the candidateSome people rely strictly on a work laptop, using only a smartphone at home, so be flexible when it comes to the device on which a candidate records their interview responses. They may not have a desktop with a massive screen av ailable for video interviewing. This doesnt mean that they refuse to embrace technology, it just means that they have their own system in place that works for them. As long as they can find a way to get their responses recorded in a way thats easy for you to watch, dont be too picky about the kind of device they use to get the recording done.Understand that video interviewing can take a little getting used toFor those who have never experienced a video interview before, the situation may feel unfamiliar at first. Have patience with candidates, and dont write them off completely if they dont immediately wow you with their responses. Give applicants a little time to get comfortable with the system, and watch their whole video interview before making a decision on whether youd like to proceed to the next round. Making snap judgements doesnt benefit anyone. Consider giving the interviewee a little background information about why you rely on video interviewing. What do you like about it ? What makes it a good first step before face-to-face interviews? How does it benefit them as a candidate? Being upfront with this information can help to put the person at ease, reassuring them that youre not trying to trick them by throwing in new technology as part of the process. (Spark Hireeven provides a resource hub that you can even direct candidates to making your life just a tiny bit easier )Use video and face-to-face interviews to complement one anotherVideo interviewing is a customizable tool meant to work with the business or professional using it. Dont feel as if you either have to strictly use video interviewing or only conduct face-to-face interviews. Many people find that a hybrid of the two methods is the most effective way for them to move through their hiring process. Maybe you find that you like to use video interviewing for rounds one and two of your hiring process and move to face-to-face interviews for the final round. This resource is meant to save time and money so that hiring is easier, so however it best fits into your businesss process is great.Video interviewing makes the hiring process much more convenient for businesses and interested candidates alike. However, while there are many advantages to utilizing video interview technology, its important to understand that video interviewing differs from traditional face-to-face methods in many ways. Ask questions specifically targeted for this method of interviewing, pay close attention to nonverbal cues, and make sure your brands website and job descriptions are useful resources, and your business will be able to reap the many benefits of video interviewing technology.What are some other ways to alter your interview process for video? Share in the comments below