The benefits of video interviewing are long lasting and run deep. Even outsideof the Covid-19 pandemic, a properly applied strategy can result in improved quality of hire, a lower cost-per-hire and a reduced time to hire.
Unfortunately though it’s not as easy as sending someone a Skype or Zoom link and hoping for the best. As with all parts of your talent acquisition strategy, there are certain elements that must be full addressed before hand to make sure you are getting the best possible return. Discover 3 common challenges that recruitment managers may face when using video interviews.
Even if you have the most reliable video platform around, something will eventually go wrong. A well-prepared candidate might find they suddenly have a poor connection, or a recruiter might find that the recording function has decided to stop working. These issues of course make the post-interview evaluation harder, but it also impacts on the actual quality of the interview as it happens. A stop-start flow, delays between questions and answers and constant interruptions can all add to the stress of the candidate and give a false impression of their personality and competency.
Where possible, always try to schedule a quick follow-up phone call to go over the ground you missed the first time round.
A diverse workforce is a productive workforce and we already covered that video interviews can reduce unconscious bias. It can never eliminate it however, so a plane needs to be made to reduce it as much as possible. Even with the best structures in place to make the hiring process more objective and structured, you can easily let in new subtle influences to undo your good work.
It can be hard to guard against being influenced by a nice-sounding voice (or even a well-arranged background shot), so you should aim to keep your evaluation strictly job-related with a uniform and closely-followed system for assessing candidates and documenting the post-interview feedback.
Create and distributed among interviewers a common script for interview questions and assessments. By following a standardised process, each and every candidate has an equal opportunity to showcase their skills.
The lack of “getting to know you”
In a video interview, both parties lose the ability to read and react to the subtle social cues that drive lots of interactions. Given the stakes involved, this makes it essential that a recruiter has a guide on building rapport immediately from introduction, to put candidates at ease. In a one-way interview, the potential lack of any human interaction at all can be especially prejudicial. As such, don’t rely exclusively on the video format.
Make sure you exchange personal emails before and after each stage, and supply resources that left candidates get a feel for company in terms of cultural fit.
Getting it right
When done right, video interviewing extends business benefits that go beyond the current crisis. Recognition One has direct experience in making remote hiring as smooth as possible having been working as a completely distributed workforce for over 7 years. Download our guide on the benefits, challenges and best-practices for video interviewing, or contact us to find out how to apply it to you talent acquisition strategy.