Guest Blog: Tips for Sorting Candidates in Video Interviewing

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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.

Final Thoughts

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.


 

Joy Redmond

Head of Research at Sonru
My qualitative [depth interviews] and quantitative data analyses result in the case studies, white papers, and other research you see in our Knowledge Hub. User research also feeds both product development and marketing such as content, award entries, and PR opportunities.
Joy Redmond
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Edward Hendrick
CEO
Ed holds a Bachelor of Science Degree in Agribusiness & Rural Development and a Higher Diploma in Enterprise Development and Entrepreneurship.

Since founding Sonru in 2007 with the vision of introducing Video Interviewing to mainstream recruitment, Ed has established the organisation as a global leader and one of the top recruitment SaaS companies worldwide.

With numerous accolades to his name such as the Sunday Business Posts ‘Top 40 Under 40’ and IIA Net Visionary award for innovation, Ed is recognised as one of the world’s leading experts in video recruitment technology and is a renowned industry speaker.

With a passion for new technology and how it can be used to make life easier for people in the real world, Ed has been instrumental in shaping the current landscape of the Video Interviewing industry.
Chris Horan
CTO at Sonru
Chris graduated from Trinity College Dublin with an Honours Bachelor of Science Degree in Physics and Computer Science and went on to complete a Postgraduate Diploma in Applied Science in Physics and Computer Science as well as a Higher Diploma in Enterprise Development.

With almost 20 years’ experience in the software engineering and computer science space, Chris has worked with leading technology companies such as Accuris, CAPE Technologies and BearingPoint.

Chris has been at the forefront of Sonru’s product development since the company’s inception in 2007.
Daniel Richard
Managing Director EMEA
Sonru’s Europe MD, Daniel Richard, graduated from Queen’s University, Canada with a Master of Science in Industrial and Organisational Science.

A trained Occupational Psychologist with more than 15 years of sales and consulting experience in multinational recruitment and HR services companies, Daniel leads Sonru’s sales efforts within EMEA, helping to grow its rapidly expanding customer base.

Prior to joining Sonru, Daniel spent 10 years at Oracle Taleo helping to build the company from a small regional start-up to a true industry leader. Daniel has held a variety of sales and consulting positions on various continents, including the US and Europe.
Fergal O'Byrne
Non-Executive Director
Fergal holds a Bachelor of Science in Electronic Engineering from Dublin Institute of Technology and is an experienced Internet industry entrepreneur.

Since founding Interactive Return in 1998, Fergal has been a member of the Board of Directors of IGOpeople.com, WINC, and CCD Limited and was a previous chair of the Project Advisory Group for Fáilte Ireland’s eBusiness Support Initiative.

A recognised influencer within the industry, Fergal has served as CEO of the Irish Internet Association and has published four books including ‘10 Online Marketing and Search Engine Essentials’ and ‘10 Technologies Every Executive Should Know’.

In 2015, Fergal was inducted into the IIA Internet Hall of Fame in recognition for services to the internet industry.
George Pennock
Chairman
George holds an MA in History from Oxford University and is a previous Partner and Head of Saphir UK at Saphir Capital Partners.

George spent several years with the Goldman Sachs Group as a mergers and acquisitions banker before moving into private equity where he has spent most of the past 15 years. He has served as a Senior Investment Manager and COO at Pi Capital, and worked with Botts & Company Ltd where he made private equity investments in the leisure, publishing, branded goods, retail, and technology sectors.

Having spent the past two decades working with a myriad of talented and unconventional entrepreneurs, investing in everything from online employee benefits platforms to river boats and book publishers, George is passionate about backing exceptional people and interesting businesses and believes that while a mediocre management team can ruin even a great plan, a great management team can make a success of almost any business opportunity.
John Penning
Director
Currently, I am a Director of Sonru, the leading Online Video Interviewing company. Previous career highlights include; CEO of the Irish Internet Association, Chairman of IGOpeople.com and Founder and CEO of Interactive Return. In 2015 I was very honoured to be inducted into the IIA Internet Hall of Fame in recognition for services to the internet industry.
Rodolphe Verhaegen
Non-Executive Director
Rodolphe is currently an Operational Advisor with Digital Ventures in Brussels having previously worked in Ebay, most recently as Director of Customer Innovation.

Rodolphe is an innovative and creative business leader, with a strong interest in technology and agile software development practices. He holds an Masters Degree in Business Information Management and a BA in Business Economics from the Vrije Universiteit, Brussels.
Georges Schmit
Non-Executive Director
A native of Luxembourg, Georges graduated with degrees in Economics from the University of Louvain, Belgium (BA) and the University of Michigan, Ann Arbor (MA). Besides his native Luxembourgish, Georges is fluent in French, English and German.

Georges served the Government of Luxembourg from 1981 to 2016 and throughout most of his career he focused on innovation and technology policy, economic development and trade and investment promotion.

During his time with the Government of Luxembourg, Georges served as Secretary General of the Luxembourg Ministry of the Economy and was a member of several European Union high-level advisory bodies including the European Commission's "Enterprise Policy Group”. He also served as both Vice-Chairman and Executive Chairman of the National Credit and Investment Corporation (SNCI) of Luxembourg.

Georges has served on the Board of Directors of both listed and private companies including the world's largest steelmaker ArcelorMittal, the Luxembourg-based global satellite operator SES, the Luxembourg Post and Telecommunications Company, and the Luxembourg State and Savings Bank, among others. Most recently, he contributed to the design and launch of several major Luxembourg Government innovation policy initiatives and sits on the Luxembourg Government’s Advisory Board on Space Resources.
Clément Helinckx
Non-Executive Director
Clément is a member of the Saphir Capital Partner's Team. Clément worked at PwC Luxembourg for 6 years in Private Equity Audit and then as Manager in the Corporate Finance practice in Valuation, Buy-side and Sell-side advisory. He holds a MSc from IÉSEG School of Management.

Patrick Sweeney
Non-Executive Director
Patrick holds a Bachelor of Business Studies Degree in Accounting, Management, Human Resources, Marketing and Economics from University of Limerick as well as Masters of Education in Management, Human Resources and Training and Development from University of Sheffield.

For 25 years, Patrick held the position of Human Resources and Public Affairs Director for Aughinish Alumina where he was involved in change management, restructuring and international mergers and acquisitions.

Patrick also undertook many other leadership roles including operations management, training and development and employee relations management. In addition to sitting on the Board of Directors at Sonru since 2011, Patrick has operated his own strategic management and human resources consultancy firm for the past 8 years.