Video interview: 5 tips for a successful job interview!
The video interview, an increasingly popular stage in the recruitment process, saves recruiters a considerable amount of time. For candidates, it's an opportunity to support their application and stand out from the crowd, without having to travel.
The deferred video interview replaces the telephone pre-selection stage. It's a fast, cost-effective way of fine-tuning applications for the position in question. It enables us to retain the best profiles before organizing a face-to-face meeting.
As a recruitment manager, what can you expect when you're about to conduct a video or deferred video interview? How do you prepare for a successful job interview? Spotlight on this innovative recruitment technique.
The video interview: definition
What are video interviews and deferred video interviews?
A classic video interview, like a Skype job interview, is a virtual meeting between a recruiter and a candidate, involving both parties connecting simultaneously to an online platform.
A deferred video interview, on the other hand, is a pre-recorded format of questions. It allows both the recruiter and the candidate to choose when to answer the questions or view the interview recording. There is no direct interaction with the recruiter.
💡 This is not a video CV, which remains a creative and lively CV format, but a real-life setting that meets the codes of the classic job interview.
Advantages of switching to video interviewing
Easier recruitment management
Managing a recruitment process can be complex and costly for a company.
With video interviewing, you can sort through the applications received before moving on to the next stage, without any headaches: no need to rack your brains to identify time slots when everyone is available.
What's more, you save the candidate the hassle of organizing an "unnecessary" trip in the event of not being selected for the next stage of the recruitment process.
Save time
Pre-selecting candidates (usually between the receipt of CVs and face-to-face interviews) by means of a deferred video interview saves recruiters a considerable amount of time.
For companies, it only takes five minutes to view a posted interview video of a candidate. By telephone, the process takes an average of 20 minutes.
FoxRH
Enhanced candidate experience
Today, the balance of power has shifted. In certain sectors, such as IT, companies are often faced with a shortage of talent.
Thanks to video interviews, organizations can avoid missing out on certain profiles, especially those who find it difficult to travel. This initial remote contact makes it easier to engage in dialogue before moving on to the rest of the recruitment process.
What's more, this process conveys the image of a modern company, at ease with new technologies and concerned with the well-being of its employees.
Ultimately, video interviews help to improve the candidate experience and the employer brand.
Standardized processes
Deferred video interviews promote standardization of the recruitment process, and therefore objectivity.
Indeed, a face-to-face meeting is never completely standardized; the conversation always drifts as the exchanges go on, with each person bouncing off the other's comments. As for the CV, despite certain prerequisites, each candidate presents his or her profile and skills in his or her own way.
In a video interview, the questions are the same for everyone. All that's left to do is compare the applicants' answers, based on precise criteria.
Increased collaboration
Thanks to video interviews, several members of the company can participate in the selection of candidates.
Getting different perspectives on a particular candidate enables the main recruiter to take a step back from his or her first impression. This encourages neutrality.
What's more, responsibility for recruitment does not fall on a single person.
5 tips for making the most of the video format
Tip 1: Adapt your questions to your recruitment process
Design your questionnaire according to your recruitment process and objectives: what do you expect from this pre-selection? What points that are essential for the position will it enable you to confirm or expand on before the face-to-face interview?
Tip 2: take into account the specificities of the video format
Take into account the difficulty and novelty of the exercise for most applicants, and be sympathetic.
You can take advantage of this fixed interview format: the setting is standardized and the conditions similar for everyone, which reduces bias and the risk of discrimination.
Tip 3: Analyze soft skills
As you watch, evaluate each profile, taking note of any new elements not revealed by the CV or cover letter, which favourably distinguish the candidate.
As far as possible, analyze the candidate's behavior and soft skills - qualities that shine through on screen, but which are not reflected in the CV.
Tip 4: focus on candidate experience
Top talent also needs to have a good impression of your recruitment process. Try to make the candidate experience as qualitative as possible.
The innovative aspect gives a modern image of the company, as does the simplicity and transparency of the process. This works in favor of your employer brand: candidates feel confident and retain a positive image of your company.
Tip 5: Encourage collaborative recruitment
Don't hesitate to involve everyone involved in the recruitment process: you can share the interview or performance review of your shortlisted candidates with other stakeholders.
The analysis of profiles becomes collaborative, and the same level of information is offered to each of your employees.
Video interview software selection
Beetween and its 3 video recruitment methods
Beetween offers you 3 ways to combine video with your recruitment process:
- the live video interview, with a live exchange and participation of the stakeholders of your choice,
- deferred video recruitment , for more effective initial contact and pre-selection,
- the motivational video, a fun way to replace the cover letter and a more concrete insight into the candidate's personality.
With Beetween, use new recruitment methods and offer an original candidate experience thanks to video!
Easyrecrue, the specialist platform for deferred video interviewing
Easyrecrue is one of France's forerunners in the field of deferred video interviews. Specializing in this digital recruitment format, the company has been developing a predictive algorithm based on artificial intelligence for several years.
By studying non-verbal communication (gestures, intonation, silence, rate and volume of voice, etc.), it provides recruiters with an analytical tool for better understanding candidates' personalities and making pre-selection more relevant.
Softy, the video interview directly integrated into your ATS
What could be more practical than being able to conduct your interview directly from your Applicant Tracking System (ATS)? That's what Softy offers by integrating video interviewing into its 360° recruitment solution.
How it works is simple: you choose an interview date, send an invitation, then start the interview directly from the tool.
There are no constraints for the candidate, as everything takes place online. For the recruiter, all information is centralized on the video interview interface, including the on-screen CV.
As an additional tool for assessing the candidate, Softy also includes reference recruitment tests.
VisioTalent, live or deferred interviewing within the tool
VisioTalent is a recruitment solution offering both deferred and live video interview functions. Campaigns can be created very quickly, saving considerable time during the recruitment process.
The live video interview takes place on a SaaS platform: quick and easy, it requires no account creation or installation. In just one click, you can also invite your colleagues to take part in the interview.
As a recruiter, how do you conduct a deferred video interview?
Before the interview
First of all, you'll need to choose the right tool to help you with this task.
On the interface of the chosen solution, you create a questionnaire and draft your questions.
You decide on the options and send the invitation via the tool's interface. Candidates receive the invitation by e-mail, together with a deadline for receipt of the interview.
During the interview phase
On your dedicated recruiter space, you can track each application and see the status of video interviews, deferred or not.
After the interviews
Once you've received the candidates' feedback, you view the videos as soon as you have a slot in your schedule.
You then create a pre-selection of the most relevant applications, with a view to holding face-to-face interviews at a later stage.
How does a deferred video interview actually work?
- The candidate accesses a dedicated platform via a login link;
- Alone in front of their screen, they answer a series of automatically displayed and timed questions;
- They send their filmed answers via the solution;
- The person in charge of recruitment receives the recorded performance and watches it offline to get to know the candidates better;
- The recruiter presents his or her selection to the relevant manager, who can give his or her opinion, asynchronously, on who should be retained for the rest of the process;
- Once the pre-selection has been made, the best profiles are invited for a face-to-face interview.
Article translated from French