Video interviews: Keys to Success for TA leaders, Candidates and Hiring Managers

Under normal circumstances, most companies require a face to face interview with the hiring manager to ultimately make the hiring decision. Research shows that when the economy recovers from the current challenges, virtual-ready organisations and TA teams will outperform those that are slow to adopt this approach.

Dionysis Skandalos on June 26, 2020 Average reading time: 3 min
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Video interviews: Keys to Success for TA leaders, Candidates and Hiring Managers

Even if organisations have postponed hiring, due to the coronavirus crisis, it is important to have a plan to implement video-interviewing. This can equip their TA function with flexibility, cost and time savings, when responding to sudden, massive changes-like we are seeing with COVID-19. Moreover, it can help organisations continue to engage great talent, irrespective of the nature of the disruption that can impact their business in the future.

In this insightful report, Cielo presents a compilation of video interviewing tips and resources, to help companies become informed as far as their approach to this issue is concerned. Only when their TA team, hiring managers and candidates are prepared, they can help their organisations respond to the new normal for interviewing, assessing and hiring, thus leading to positive outcomes for both their business and public health.

Different types of virtual interview

Before we delve into the interviewing tips and resources presented in this report, it is important to present the different types of virtual interviews that exist and discuss some of their advantages and limitations.

  • On-demand interviewing

On-demand interview has the potential to speed up the process. It gives the opportunity to candidates to complete the interview at their own pace, while at the same time, it removes the challenges of scheduling an initial screening with the recruiter.  It is particularly useful when targeting candidates with very tight schedules like nurses, delivery drivers or retail workers.

  • Live 1:1

This virtual type of interview happens in real time between a hiring manager and a candidate

  • Live Panel

This type of interview allows a company to interview a candidate in a live panel setting with multiple interviewees simultaneously

  • Telephone

If the candidate or hiring manager is less accustomed to video interview, a telephone interview may be better suited.

Planning for and supporting video interviewing

Implementation of video interviews will be successful for organisations only when it is properly communicated. Leaders of organisations must ensure that both hiring managers and candidates have the information they need, in order for the interview process to run smoothly. An e-mail sent to both parties at least 24 hours in advance of the interview, containing the following information, can very well serve the purpose of proper communication.

  • Explanation of the purpose of use of a virtual interview instead of a traditional one.
  • Tips on how a proper virtual interview is conducted.
  • Straightforward instructions of the platform of the video interview, as well as links to any resources that might help both parties to troubleshoot technical issues.
  • Clear instructions of any needed tests of the platform that the interviewee should carry out before the interview.

Leaders of organisations must ensure that both hiring managers and candidates have the information they need, in order for the interview process to run smoothly.

Choice of the right platform

Equally important to the proper communication of the interview approach by TA leaders is the selection of the right platform. At this step, the unique capabilities and features of different platforms must be assessed, in order to derive to the choice of the platform that best serves the target of the organization and supports great experiences for hiring managers and candidates. A good first choice for TA leaders can be the enterprise’s already chosen video conferencing platform, like Microsoft Teams, Skype, Google Hangouts, and Zoom. Usually, the best solutions are those that remove as many potential barriers as possible for both hiring managers and candidates, while at the same time being mobile friendly and easily connected to the company’s existing ATS.

Usually, the best solutions are those that remove as many potential barriers as possible for both hiring managers and candidates.

After this thorough description of the importance of the choice of the right platform and general planning of the interview by the hiring managers, the authors of this report presented several best practices for video interviews for both hiring managers and candidates.

Interview tips for hiring managers

It is very crucial that hiring managers give to video interviews the same serious consideration as to the normal in-person interviews. They should definitely pay attention to the following tips.

  • Have round knowledge and understanding of the job description.
  • Have awareness of the current team culture and how the new addition fits in.
  • Have the CV of the candidate thoroughly read.
  • Find a quiet and well-lit space to conduct the interview.
  • Double check interview times and different time zones.
  • Dress in a way that mirrors your company’s standard dress code.
  • Be alert and responsive to what the candidate is saying.
  • On the flip side, do not talk too much and incorporate pauses every few sentences to gauge the candidate’s response.

Interview tips for candidates

Candidates should also be adequately prepared for the video interview. The preparation should be very much similar to that of an in-person interview with some small differences. The areas that the candidates should focus on are the following:

  • Have round knowledge and understanding of the job description
  • Choose a quiet and well-lit room and inform everyone in your space to avoid potential interruptions
  • Dress in the same way as in a normal interview
  • Video interviews are a unique opportunity to use supplemental tools, like a presentation deck with information on your background.
  • Arrive to the interview early and test your connection beforehand
  • Send a message afterwards, thanking the interviewer for their time

Conclusion

When referring to video interview, the focus should not solely be on mastering a new way of conducting an interview, in order to cope with the changing labor market landscape. The focus should be primarily on improving the candidate experience in every step of the interview. Every candidate has his own unique traits and comfort level with technology. Only clear and thorough communications between hiring managers and candidates can lead to positive experiences and ultimately to better outcomes from virtual interviews.

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