Even when candidates apply for your role, it doesn\u2019t mean they\u2019re 100% invested in your organization or the position. Are you using video interviews as a boring Q&A? Or are you taking full advantage of the opportunity to get your candidates excited about your organization and the role?<\/p>\n
Video interviews are a critical moment to connect with candidates and make them feel excited about both the position and your organization.<\/p>\n
What do candidates like most about video interviews? They\u2019re convenient. Offering interviews that are more flexible allows them to save time and costs associated with traditional interview methods. They eliminate the need to plan around multiple schedules and allow candidates to interview anytime, anywhere, on any device.<\/p>\n
Many candidates, particularly the newest generation of jobseekers, are comfortable interacting digitally. Even for those who are less technologically skilled, providing clear instructions makes video interviews very user-friendly.<\/p>\n
The benefits go both ways for you as a recruiter too.\u00a0For example, they allow you to streamline high-volume positions. They also allow you to connect with long-distance candidates you may not have the opportunity to meet in person, and provide more visual cues and a personal experience than phone interviews.<\/p>\n
Video interviewing reflects well on your employer brand, as it demonstrates your organization is innovative, modern and tech-savvy.<\/p>\n
Here are six steps you can take to win and wow top talent through video interviews.<\/p>\n
Interviews can often be stressful for candidates because of the many \u201cunknowns\u201d. They may be wondering what their interviewer will be like and what kind of questions they\u2019ll be asked. Overly stressed candidates won\u2019t perform well, and this may not be a true reflection of their on-the-job capabilities.<\/p>\n
Before you begin interviewing, take the time to make your candidates feel at ease. Provide clear instructions about how they will need to access your video interviewing platform.\u00a0Share as much information as you can with your candidates in advance, including video interview tips, information about dress code and the topics you\u2019d like to cover so they can adequately prepare. Taking this step will ensure you have a professional, productive conversation.<\/p>\n
When you begin your video interview, ensure your candidate can hear and see you and vice versa.\u00a0Many hiring managers choose to record video interviews to share with other stakeholders. Before you hit that red button, confirm your candidates feel comfortable with you recording the conversation.<\/p>\n
Begin your conversation by understanding your candidates\u2019 motivation for applying for the role and their career goals. Their response may influence your conversation and encourage you to dig deeper into certain areas. Not to mention, your top candidates should be able to demonstrate some knowledge about the role and your organization.<\/p>\n
You may also like to ask them about the responsibilities in their current or previous role that they enjoy. This will give you insights into their motivations and where their passions lie.<\/p>\n
Many hiring managers don\u2019t use interviews to communicate their organization\u2019s values because they\u2019re not sure how to do it in a way that feels natural and authentic.<\/p>\n
A great way to do this is by asking behavioural-based interview questions that relate to your values. For example, \u201cOne of our values is ownership. How have you demonstrated ownership in one of your previous roles?\u201d<\/p>\n
You may also like to take the opportunity to discuss benefits. However, there\u2019s a fine line between discussing benefits and pushing a sales pitch. While creating a positive impression is important, you\u2019ll still need to paint an accurate picture of how your organization functions and the key challenges and responsibilities of the role.<\/p>\n
You may have invested a lot into your employer brand through your careers site, job ads and social media platforms. But don\u2019t forget, video interviews are another important touchpoint for candidates to interact with your employer brand \u2013 they may even be one of the\u00a0most<\/em> important touch-points, as they\u2019re an even more personal and interactive experience than the way people interact with your content across other channels.<\/p>\n If your organization values things such as flexibility, candidate care and technological innovation, video interviews inherently represent this.<\/p>\n To \u201cwin and wow\u201d candidates during video interviews, ensure your hiring managers are familiar with and feel connected to your Employee Value Proposition. Consider asking behavioural-based interview questions that allow these pillars to shine through.<\/p>\n Structured video interviews with set questions are a great way to create a fair and consistent experience for candidates. While it\u2019s great to have structure, it\u2019s also important for your video interviews to feel like two-way conversations. Reserve time at the end of your interview to allow candidates to ask any questions, listen well and provide answers that are honest and transparent.<\/p>\n In the same way candidates dislike inputting duplicate job application data, they also dislike being asked the same questions over and over again by different interviewers.<\/p>\n Recorded video interviews allow you to share your interview with other hiring managers and internal stakeholders. This gives your hiring team has a clear understanding of your candidates\u2019 experience and the questions asked, you\u2019ll be able to have better conversations during subsequent interviews. That means avoiding double-up questions and being able to delve deeper into certain areas of interest.<\/p>\n Video interviews can be one of the most undervalued and under-utilized parts of your screening process. Instead of using them as dull Q&As, harness them as a powerful tool to win and wow your top candidates. They\u2019re a great opportunity to make them feel truly invested in and passionate about your role and organization.<\/p>\n Looking to create a positive, efficient video interviewing experience for your candidates? Book a free consultation with a Scout Talent Shortlisting & Selection Specialist who are experts in video interviewing, on +1 866 474 3140 or email hello@scouttalent.ca.<\/em><\/p>","protected":false},"excerpt":{"rendered":" Use video interviews as an opportunity to excite candidates about the role & the organization. Scout can help by conducting video interviews for you.<\/p>","protected":false},"author":2,"featured_media":15163,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[374,504],"tags":[],"class_list":["post-11841","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-recruitment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t5. Ensure it\u2019s a two-way conversation<\/strong><\/h4>\n
6. Reduce double-ups<\/h4>\n