Tips for Video Interviewing for Hiring Managers

Today, an increasingly large number of companies are seeing video interviewing as a cost-effective and convenient part of the hiring process. A virtual interview doesn’t signal the death of the face-to-face interview. In fact, its ability to transcend geographical barriers and time-and-cost saving benefits has helped several companies focus more time and energy on the candidate. And, it makes sense. But, many times, video intervieiwng creates false perceptions in the minds of both the interviewer and the interviewee. Below are some best practices hiring managers can refer to for creating a well-received video interviewing experience.

video interviewing

Technology hiccups can leave the hiring manager and the interviewee feeling unsure about the whole process. Invest in premium video conferencing tools, so you have increased flexibility for the interview process. For example, the applicant could be using a smartphone or a tablet. When you provide alternatives – Skype, FaceTime, and other corporate applications – you’re allowing them to respond in a flexible manner.

There are also tools available out there, such as InterviewStream, which allows candidates to complete the interview, as per their convenience, to a set of pre-recorded interview questions.

An interview process or format, when laid out in a simple and lucid manner, can put both the parties at ease. By offering candidates pre-recorded video of how your company conducts interview you’re providing them with additional information that could help them understand and be prepared for the upcoming interview. You can also put them at ease by asking if they have any questions about the upcoming interview process.

At the beginning of the interview, greet the candidate with a pre-recorded or personalized message. Take some time out to explain about your company and what you’re looking for in the candidate. By doing this, you’re letting your prospective employee adjust to the setting and giving them enough context for questioning.

Start the interview with a few open-ended questions. This way the candidate can get a chance to speak up about his or her experiences. Close-ended questions are simple to ask but often lack the human element. It’s necessary to dig out more information about the candidate’s background and experiences to vet them properly. Non-invasive questions can give candidates the opportunity to willingly respond and encourage them to be more open during the interview process.


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