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Preparing for Video Interviewing, Hiring Manager and Candidate!

Watching “Fresh Meat” on tv last night, one of the freshly graduated, did his video interview sitting on the toilet, because he was nervous and it was the only place he felt relaxed!

Video Interview

For the full article, click on the link:
Video interviewing: The future of recruitment? Scott Beagrie, JANUARY 28, 2015


“While video interviewing may raise concerns about discrimination during recruitment, it has many time and resource benefits.

Could virtual interviewing eventually signal the death knell of the face-to-face interview? While traditional interview processes probably aren’t going away any time soon, the time- and cost-saving benefits of interviewing someone via video, and its ability to transcend geographical barriers, will eventually lead to a significant reduction in face-to-face interviews.

The focus for those in HR should be how the two can best co-exist to make the recruitment process more efficient and effective…….

“It is a very effective way of conducting global interviews and provides logistical freedom,” …….

……after successful submission of application and online testing,” he says. “It has proved to be an effective tool to manage the pipeline. It helps to reduce candidate volumes at the later, more expensive stages of the selection process while still identifying people of high calibre…..

……Arguably the one-way interview, where the candidate uploads a video rather than a face-to-face approach, can help the individual to relax. This approach also has delivery efficiencies for the recruiter, such as removing the need for interview scheduling. “This means we can assess interviews at any time, anywhere,” says Hill. “In contrast to more traditional telephone interviewing, video interviewing also provides an opportunity to assess non-verbal communication. It’s well suited to a strengths-based assessment methodology.

Tips for video interviewing

  • If you haven’t used video interviewing before, suppliers frequently offer free trials. Use it as a learning experience and to pick the expert’s brains on making the most of it.
  • Determine which solution to use. For high-volume campaigns, a one-way asynchronous approach in which the candidate records their answers at a time convenient to them and then uploads the interview is likely to be most suitable.
  • For those occasions when you want to quiz the candidate more closely, a two-way approach using a program such as Skype will be better.
  • Make sure candidates know what to expect and provide a guide to using the technology. Be contactable in the event of technical hitches.
  • Consider questions carefully and involve all stakeholders in the process so resourcing teams understand the hiring managers’ criteria for shortlisting.
  • For one-way recorded interviews, set realistic deadlines for when the interview has to be completed, and allocate sufficient time for candidates to answer each question.”
  • If you haven’t used video interviewing before, Vieple offers an free online demonstration via GoTo Meeting of our platform to showcase the admin and candidate side of the technology. Use it as a learning experience and pick our brains on making the most of it and how it could maybe fit your organisation.

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