A virtual or video interview takes place online, often through video conferencing tools or occasionally over the phone. It mimics an in-person interview but requires additional adjustments because it’s harder to read facial expressions and body language digitally.
A video interview is often used in the early hiring stages to quickly and efficiently screen many candidates. It’s so helpful especially when candidates and interviewers are in different locations and can’t meet face-to-face. Video interviews are also beneficial for reaching remote talent or those who prefer flexible work options.
Employers conducting video interviews need video interview software and basic equipment like a computer with a built-in microphone, camera, and speakers. Choose a quiet room with minimal distractions for the interview setup. It’s also a good idea to prepare a simple guide on how to set up and conduct a video interview, including technical tips, to share with candidates and interviewers.
Types of Video Interview
The best type of video interview varies based on the company’s needs and the specific requirements of the position, as each type of video interview has its advantages and disadvantages.
1. Online video interview
This interview happens in real-time through a live video call, where the interviewer and candidate interact, much like in an in-person interview but conducted remotely.
2. One-way video interview
In a one-way video interview, the interviewer sends pre-recorded questions to the candidate. The candidate records their responses in a separate video, which the interviewer reviews at a later time.
3. Panel video interview
In a panel video interview, several interviewers participate in the interview process together via a live video call.
4. Pre-recorded video interview
In this type of interview, the candidate records their answers to predetermined interview questions. The interviewer can then review the recording at a later date.
5. Virtual reality interview
A virtual reality interview is an immersive experience where candidates interact with virtual environments and avatars. Although still emerging, this type of interview provides a novel approach for companies to evaluate candidates.
6. Asynchronous video interview
In an asynchronous video interview, candidates follow a structured interview process independently. They respond to text-based interview questions in front of a webcam. “Asynchronous” means that candidates conduct the interview on their schedule and in their preferred location, without the interviewer being present online at the same time.
Why do some companies conduct video interviews?
1. Reduce time to hire
Video interviews, whether live or recorded, offer significant time savings compared to traditional in-person interviews. By eliminating the need for physical greetings, office tours, and escorting candidates, companies can conduct multiple interviews efficiently from their desks. This streamlined process accelerates hiring, which is especially advantageous for large-scale recruitment efforts. Additionally, video interviews provide a flexible solution for conducting interviews remotely, particularly useful during situations like the COVID-19 pandemic.
2. Lower recruitment expenses
Speeding up the hiring process saves money by reducing the time a position remains unfilled. Reviewing recorded interviews or interviewing multiple candidates daily via video platforms allows for quicker progression to subsequent hiring stages and faster job offers, translating directly to cost savings for your business.
3. Automate candidate evaluation
Using video interview software is beneficial, especially when managing multiple job openings or when hiring isn’t your main focus. It allows you to efficiently assess candidates’ video recordings to identify deal breakers and automate tasks like sending individual emails or scheduling phone calls. By saving time and money during screening, you can allocate resources to crucial later stages, such as conducting in-person interviews with top candidates.
4. Eliminate bias
First impressions can heavily influence our perceptions. Imagine a scenario: during an interview, you engage in small talk with a candidate, discovering personal connections or differences. Video interviews aim to mitigate biases by standardizing the interview process. In one-way video interviews, all candidates answer predetermined questions, decided upon by the hiring team, fostering a more objective assessment.
5. Standardize the recruitment process
Recorded video interviews enhance hiring consistency by using a standardized set of questions for all candidates, regardless of the role. This approach ensures key inquiries are addressed consistently early in the process, benefiting the recruitment cycle. It equips hiring managers with the means to evaluate candidates effectively, even if interviewing isn’t their primary responsibility or they have less experience.
6. Sync with the hiring team
On-demand interviews allow the entire hiring team to access recordings via the same video recruiting software. Recruiters, hiring managers, and team members can review recordings, provide feedback within the platform, and collectively decide on candidates to advance or reject. This approach replaces multiple interview rounds, ensuring consistency in evaluation and improving the overall candidate experience.
7. Improve quality of hire
While video interviewing may add an additional step to hiring, it enhances candidate evaluation, making it a worthwhile investment. Early identification of deal breakers and qualifiers helps prevent bad hires and mismatches post-onboarding, saving significant time and costs associated with employee turnover. Accessible to the entire hiring team, recorded video interviews uncover candidate skills and red flags often missed in resume reviews and phone screenings alone.
8. Access worldwide talent
By using video interviews, you can broaden your candidate pool beyond local hires. This allows you to connect with remote candidates and individuals considering relocation from various regions. Additionally, one-way video interviews accommodate different time zones, enabling candidates and interviewers to participate at their preferred times.
9. Build a better candidate experience
One-way video interviews reduce candidate stress by allowing them to review questions beforehand, rehearse their answers, and submit their best performance. This preparation empowers candidates to showcase their skills confidently, while also aiding hiring managers in making more objective assessments.
10. Speed up future hiring decisions
Candidate recordings can be stored in your talent database (in compliance with GDPR) for future reference. This allows reconsideration for suitable openings or better timing, providing an additional resource beyond resumes and existing feedback. It’s valuable when introducing new hiring managers or recommending candidates for roles in different departments post-company reorganizations.
Integrating video interviews into your recruitment process
Begin by determining the purposes for employing video interviews. Clarify these considerations:
- Are remote candidates or positions a priority? Video interviews can assess exceptional remote candidates.
- Are you expanding to remote roles? Evaluate all candidates for remote positions using video interview software.
- Are you seeking a more efficient screening method? Implement video interviews as the initial stage for all roles.
- Do you need to evaluate specific skills like communication? Customize your recruitment stages based on role requirements, including the use of video interviews for relevant skills such as sales or marketing.
Preparing for a video interview
Like any interview, preparation for a video interview involves several key considerations:
- Panel Composition: Determine who will be on the interview panel.
- Availability: Ensure all participants can attend at the scheduled time.
- Interview Structure: Define the length and format of the interview.
- Video Technology Choice: Decide on the type of video technology to be utilized.
To conduct a video interview, you’ll need video software along with a device equipped with a microphone and camera. Here are some options:
Microsoft Teams: Widely used for video conferencing, supports meetings from small groups to large gatherings of up to 10,000 participants. Integrates seamlessly with Office 365 for real-time file sharing.
Zoom: Provides a comprehensive solution for video and audio conferencing, messaging, and hosting webinars.
Google Meet: Designed for businesses using G Suite, participants join meetings via a shared link through Google Calendar or Gmail invitations.
Ensure your equipment functions properly by conducting a test meeting with a colleague. This ensures you’re familiar with the functionality and everything operates smoothly.
Notify Candidates
Candidates should be informed of the interview details—date, time, and format—via email along with a meeting invitation. Clearly specify the video software being used and provide instructions if they need to download, install, or use it.
Create Your Environment
Prepare a quiet, well-lit interview space. Test your software’s functionality to ensure clear audio and video. Disable notifications on your device to avoid interruptions and focus fully on the candidates.
Create a Feedback Process
Establish a feedback mechanism for improving future video interviews. Ask candidates:
- How effective was the conversation?
- Did the software perform well?
- Are there any suggestions to enhance the video interview experience?
Read also: What Is a Self Schedule Interview?
Finding qualified candidates is challenging. Consider using Jouku to enhance your hiring process. While candidates may have impressive credentials, only our assessments can uncover their true abilities, strengths, and potential contributions to your company. Even interviews can be daunting without a streamlined approach. Utilize Jouku today!
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