Guest post from Abbey Young from Oracle. In the article, Young discusses video interviewing job candidates, and what to consider while the interview is taking place.
Video interviewing is increasingly being adopted as a way to screen potential job candidates. This system helps recruiters with the process of interviewing a high number of candidates from disparate geographic locations. The information generated from these interactions is useful for narrowing down the candidate pool. The talent management portion of a comprehensive human capital management system can hold this information. This allows the recruiting team to better understand which potential job candidates match the job description and qualify as interview material.
However, it is still up to recruiters and their teams to determine which individuals to hire at the end of the process. Teams need to pay attention to a candidate’s setting, how they react to questions, and find small ways to screen individuals. These practices can help hiring teams find the best person for the job.
Consider the Candidate’s Setting
Although the majority of job candidates take video interviewing seriously, there are others who might not. How much preparation a candidate puts into their video interview session can provide a great deal of insight into their interest level for the position.
Recruiters should take a moment to note a person’s background and setting. Did the individual find a quiet place to perform the discussion? If there’s too much background noise or too many distractions, it might be a sign the candidate isn’t serious about the interview process. Recruiters can comment on background details such as artwork or decorations to put nervous candidates at ease and to spark conversation.
Pay Attention to the Candidate’s Reactions
Similar to in-person interviews, video conferencing also allows recruiters to understand a candidate’s personality. The same in-person interview techniques that recruiters use for deciphering a candidate’s behavior should be used for eliminating unqualified candidates in video calls. Recruiters can pick up on a variety of feelings from candidates during an interview.
Job seekers whose eventual role will include interactions with customers or clients need to exude confidence in any interaction. Video interviewing is just another format of communication, and these individuals need to be able to handle it well.
Use Time Wisely
If a business has a large pool of applicants to select from, there are certain methods of narrowing down the group of candidates. The ability to complete a task in a set amount of time is something recruiters can test over a video interview. One practice companies use is setting an alert on a recruiter’s phone. When the alert goes off, it signals to the recruiter and their teammates that the time is up for the candidate’s interview. This practice shortens the time spent interviewing people for extended amounts of time.
Other businesses are using pre-screening tests or interviews to cut down on the number of applicants being interviewed. These methods can also be conducted via video interviews to keep the candidate pool open to people in different locations.
There are further developments on the way for video interviewing and in-person interviews as well. As technology advances, hiring teams will have more tools at their disposal. These tools may even be self-maintaining, which will give recruiters additional time with candidates.
For now, recruiters can rely on simple tactics to screen video interview candidates. Hiring teams should pay attention to the candidate’s background settings and how an individual reacts to questions and situations. Additionally, recruiters can set up a test for a candidate during the video interview to decrease the number of candidates who make it to in-person interviews. Overall, these tactics can help hiring teams find the best possible candidate for the job.
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