Video interview: 5 tips for a successful job interview!
Video interviews are an increasingly popular part of the recruitment process, saving 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 stage of pre-selecting candidates. It's a way of quickly and cost-effectively refining the selection of candidates for the position to be filled. It enables us to retain the best profiles before organising a face-to-face meeting.
As a recruitment manager, what can you expect when you are preparing to conduct a video or deferred video interview? How should 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 traditional video interview, such as 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 recording of the interview. There is no direct interaction with the recruiter.
💡 This is not a video CV, which is still a creative and lively format for CVs, but a real-life setting that meets the codes of the classic job interview.
Advantages of switching to video interviews
Easier recruitment management
Managing recruitment can be complex and costly for companies.
Thanks to the video interview, you can make an initial selection from the applications received before moving on to the next stage, without any headaches: you no longer need to rack your brains to identify time slots when everyone is available.
What's more, you save the candidate the hassle of organising an "unnecessary" trip if they are not selected for the rest of the recruitment process.
Save time
Carrying out a pre-selection (as a general rule between receiving 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 watch a video interview posted by a candidate. By telephone, the process takes an average of 20 minutes.
FoxRH
Improved 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, organisations can avoid missing out on certain profiles, particularly 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 about the well-being of its employees.
Ultimately, video interviews help to improve the candidate experience and the employer brand.
Standardised processes
The deferred video interview helps to standardise the recruitment process, and therefore objectivity.
In fact, a face-to-face meeting is never completely standardised; the conversation always drifts as the exchanges go on, with everyone bouncing back according to what the other says. As for the CV, despite certain prerequisites, each candidate presents their profile and skills in their own way.
In a video interview, the questions are the same for everyone. All that's left is to compare the answers of the applicants, based on precise criteria.
Increased collaboration
Thanks to the video interview, 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 your objectives: what do you expect from this pre-selection? What points that are essential for the job will it enable you to confirm or expand on before the face-to-face interview?
Tip 2: Take into account the specific features of the video format
Bear in mind 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 standardised and the conditions similar for everyone, which reduces bias and the risk of discrimination.
Tip 3: Analyse soft skills
During your viewing, evaluate each profile by taking note of all the new elements that distinguish the candidate favourably and that are not revealed by the CV or covering letter.
As far as possible, analyse the candidate's behaviour and soft skills, which are qualities that shine through on screen and which the CV does not do justice to.
Tip no. 4: focus on candidate experience
The best talent also needs to get a good impression of your recruitment process. Try to make the candidate experience as good as possible.
The innovative aspect gives a modern image of the company, as does the simplicity and transparency of the process. This works in favour 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 the other stakeholders.
The analysis of profiles becomes collaborative and the same level of information is offered to each of your employees.
Selection of software for video interviews
Beetween and its 3 video recruitment methods
Beetween offers you 3 ways of combining video with your recruitment process:
- the live video interview with a live exchange and the participation of the stakeholders of your choice,
- deferred video recruitment , which enables you to make initial contact and shortlist more effectively,
- the motivational video, a fun way to replace the covering 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 deferred interviewing platform
Easyrecrue is one of the forerunners in the field of deferred video interviews in France. Specialising 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 to better understand the personality of candidates and make 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 application management and tracking tool (ATS)? That's what Softy offers by integrating the video interview into its 360° recruitment solution.
The way 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 the information is centralised on the video interview interface, including the CV displayed on screen.
As an additional tool for assessing the candidate, Softy also includes reference recruitment tests.
VisioTalent, the live or deferred interview within the tool
VisioTalent is a recruitment solution offering 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: it's quick and easy, and requires no account creation or installation. With 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 interviews
First of all, you need to choose which tool will help you with this task.
On the interface of the chosen solution, you create a questionnaire and write your questions.
You decide on the options and send the invitation via the tool's interface. Candidates will receive the invitation by email, together with a deadline for receipt of the interview.
During the interview phase
On your dedicated recruiter space, you can monitor each application and see the status of the video interviews, deferred or not.
After the interviews
When you receive feedback from the candidates, you view the videos as soon as you have a slot in your timetable.
You then create a shortlist 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 connection 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 selection to the relevant manager, who can give his opinion, asynchronously, on who should be retained for the rest of the process;
- Once the shortlist has been made, the best profiles are invited for a face-to-face interview.
Article translated from French