By now it should come as no surprise that the world has largely gone virtual.
Meetings, events, style of working and even interviewing is now happening online.
While virtual interviewing has been a recruitment technique used pre-pandemic, the formats, styles and variations have certainly evolved.
Virtual interviewing, therefore has taken on its own distinct meaning, as it pertains to recruitment.
What is video interviewing in recruitment?
Video or virtual interviewing is a common tool used in recruitment practices that can take place in real time – one on one interviewing, or through pre-recorded submissions.
As many jobs have gone remote, virtual interviews are likely to be the mainstream method of recruitment for this reason, as well as the host of other benefits it offers.
Advantages of virtual interviewing
- Cost-effective – virtual interviews eliminate transportation costs and all the associated in-house preparation that accompanies an interview.
- Convenience – A quick email with a zoom link and the meeting is all set up. If interviews have to be rescheduled, the time taken to arrange is much less that in-person meetings.
- Virtual interviews can be recorded. This allows hiring managers to revise and compare candidates’ responses repeatedly to determine whether they are right fit.
- More informed recruitment – Repeat comparison and assessments of candidates lead to more informed decision-making and finding the best person for the role.
Virtual interviews do have several limitations in terms of:
Limitations of virtual interviewing
- Communication is limited. Communication may be cheaper and more convenient, however, many of the important sensibilities of a physical interview are lost. Body language is harder to read as only a candidate’s face is shown. As such assessing non-verbal cues is restricted to facial expression.
- Outdated or inadequate technological knowledge by either party can affect the quality of the virtual interview
- Any virtual interactions are subjected to technological disruptions on occasions. Network or connectivity issues, poor signals and electrical breakdowns can disrupt the flow of conversation.
Like any interview, sufficient preparation is required to ensure the process goes smoothly.
What is pre-interview preparation
After you have shortlisted potential candidates, to set up the virtual interview, several details have to be covered:
- To ensure you are interviewing someone suitably qualified, share important details about the position such as the job description, essential skills, working arrangement (in-house, remote or a combination), working hours as well as the devices and technological requirements expected.
- Indicate what online platform the interview will be conducted on – Slack, Zoom, Microsoft Teams etc. This gives the candidate time to ensure they have the necessary software to access the interview.
- Time and date of the interview, as well as the interviewer’s name and title.
- Sending calendar reminders for both the interviewer and the candidate
- Scheduling an extra fifteen or thirty minutes for the interview to cater for technological disruptions, delays or a late start.
Decide your interview format
For virtual interviews, there are two common formats.
Pre-recorded Interviews
Interviews can be pre-recorded. Companies prepare a list of questions for candidates to respond. Candidates can record themselves, providing the requested details and then be submit to a specified email address. Addressing the email, giving a title to the video, and an appropriate subject line would also be specified.
Benefits of pre-recorded interviews
- Video submissions can be viewed repeatedly to further assess a candidate.
- Companies can acquire and recruit a larger number of diverse candidates from various regions across the Caribbean or even the world. This format opens up the talent pool, where is a specialised skill set is not available in your Caribbean territory, the company can acquire it from another island.
- Less scheduling. Submissions come into the company and hiring staff can go over them repeatedly, at their convenience.
- Pre-recorded interviews can be shared with multiple people in the organisation for feedback.
- No interview anxiety. Candidates can be more at ease. This format provides convenience as they can record and submit interviews at their own pace.
- Shortens the interview process as your team does not have to listen to candidates provide unnecessary details.
Virtual interviews also take a real time approach where interviewers and candidates conduct one-on-one video conference meetings. This format has several benefits:
Benefits of live video interviews
Greater detail –Persons have an actual conversation with each other and interviewers are able to glean more vital information.
- Non-verbal assessment – Live format offers more opportunities to assess non-verbal cues. Hiring managers can feed off of facial expressions, posture and body movement which is virtually non-existent in a pre-recorded interview.
- Feedback – A live interview format allows for that discussion to occur. Additionally, candidates often have questions for interviewers as well, which a live virtual interview will allow.
- More holistic approach –Exchanging information enables both parties to fully express themselves and feel as though they got the most of out that interview.
Preparing for a virtual interview
Whether it’s a pre-recorded or live format interview, preparation is always essential:
Prepare the candidate’s details
Have your list of questions ready and know the type of candidate you are looking for to fill this role. Ensure you are fully aware of the skills, education, personality, work ethic, and experience you require for this job.
Test your software
Test your software and devices beforehand to ensure optimum performance. You don’t want to experience an embarrassing interview with a candidate where the technological disruptions are on your end.
Find a quiet space
To optimize your virtual experience, find a quiet location that is free of noise pollution, distractions and interruptions. When conducting interviews, ensure your live background is neutral – not distracting with bold designs or clashing with your clothing.
Best practices for conducting a video interview
When conducting virtual interviews, it is essential to remember the following:
- Be transparent with your candidates – what does the job entail? Skills necessary? Remote work? What is expected from them, despite working from home? What are their KPIs?
- Different formats for different purposes. Determine what format – pre-recorded or live format works best for the position you’re interviewing.
- Stress the technological requirements for this position – technical devices, software, knowledge and user experience the right candidate must possess.
- Provide a step-by-step walkthrough of the interview, in the event the candidate is not familiar with virtual interviews.
- Structure the interview simply yet thoroughly. Indicate to the candidate the length of time you anticipate the interview to be. Allocate sufficient time for providing information, asking questions, entertaining responses and gathering feedback.
- Be patient. Allow the candidate to feel comfortable and ensure volume and resolution setting are optimised.
