“If we can’t make a decision after a Video Interview, then we haven’t asked the right questions.” – Andy Jennings, Manager Talent Acquisition at RAC Western Australia
Misconceptions about asynchronous video interviewing are rife among those who have not tried and tested it. Luckily, we’ve been doing this for a very long time and have lots of data and client stories that dispel myths such as ‘You can’t probe‘. Let us show you a few ways Sonru clients are asking the right questions and making the most of Video Interviewing.
Video Interviewing Questions worth asking
Sonru clients typically use the standard 15 minute interview format, use it as the first stage of their recruitment process and generally do not give candidates the questions in advance. However, there are some outliers:
- Kristján Pétur Sæmundsson from Icelandair says they are still experimenting with usage: “More and more we’re using video interviews further down the line in the process, after the face-to-face interviews. We’ll use the video interview for very specific questions, very challenging scenarios and we’re using Sonru to standardise it. We might give them time to prepare or none at all, we’re playing around with it.“
- Previous to adopting Sonru, Multiplex Global candidates were phone interviewed by a General Psychologist. “The numbers were too much for one person. We weren’t able to get so much information out of them, in a Video Interview you can assess different qualities, compared to phone interviews when you’re asking people questions on the hop.” – Kirstin Llora, Graduate manager.
- Tourism Ireland give the questions to candidates in advance of the video interview. According to Vivienne Horkan: “Our questions are very detailed so we can immediately see who has done their research and prepared. You can see if people are reading a script and you can tell if they are not really strong enough. After viewing the interviews, you can see whether the person is capable of doing the job or not. If we didn’t give the questions to candidates in advance, we feel we wouldn’t get the best out of them.”
Ebook: Video Interviewing Misconceptions
Inability to probe is just one misconception that is questioned in our latest free eBook ‘Video Interviewing Misconceptions’. Find out why the following misconceptions are inaccurate:
- Video Interviewing is the same as Video Conferencing
- It is only suitable for volume or graduate recruitment
- The process is cold and impersonal for candidates
- You need to be tech-savvy to use the tool
- Video Interviewing eliminates the opportunity to probe candidates
Clear up any misguided notions and download our eBook, here. Knowledge is power, after all!
Latest posts by Joy Redmond (see all)
- Video Interviewing is not just for tech-savvy candidates - February 11, 2020
- Questioning Video Interviewing’s ability to probe - February 7, 2020
- Recruitment Process Reinvention at Tourism Ireland - January 13, 2020