According to a study by Harvard, 80% of employee turnover can be linked to faults in the hiring process! Not just that – The cost of replacing employees can be up to 4 times their annual salary, and bad recruiting contributes the lion’s share to the reasons why replacements are needed more often than not!

And given the raging war for talent, picking diamonds from the chaff promises to be a daunting task! Imagine the amount of time and resources you’d be expending to sort from the countless application and find the employee you are looking for?

Fortunately, technology seems to have the solution to this grave matter.

Say hello to VIDEO INTERVIEWS!

Integrating video interview technology can enhance your candidate search and streamline the screening process, making top talent easier to spot.

Through video interviews, employers and candidates alike can interact on a more meaningful level, all while keeping costs down and freeing up valuable time for the HR!

How To Conduct Video Interviews Effectively!

You can either opt for a one-way, or a two-way video interview!

• One-way video interviews are productive (more interview screens can be done), convenient (answers can be recorded and reviewed anytime) and economical.
• Two-way video interviews are interactive like live interviews, but more convenient (no need for scheduling or travel), revealing (employers can see non-verbal cues from candidates), recordable and shareable.

Here’s how video interviews can be conducted effectively, and give you the results you are looking for!

1. Decide On The Time And Place

A key aspect of a video interview is the time. It is important that both the interviewing party as well as the candidate have adequate time on their hands in a suitable environment.

It is a good idea to agree on an estimated duration of the interview, along with the provision for a spill-over, so that each person can accommodate it and plan their other work accordingly.

It is absolutely imperative that the time chosen is such that each person can be seated in a silent, well-lit place without any disturbance. It should also have the necessary infrastructure and provisions to provide technical support for the interview.

Efforts must be taken to ensure that the interviewer and the candidate will not be interrupted during the specified time. For example, office space can be booked in advance so that other employees know that it is unavailable, and candidates who are taking it at home can request their family members not to call them at the scheduled time.

2. Have The Candidate’s Profile Ready!

Before the interview commences, it is advisable to have the candidate’s profile ready so that the time taken to refer and respond is minimised. It should include the following:

• Their resume containing details of academic qualifications and prior experience.
• Results or performance from the previous rounds of screening.
• Filled out application form of the candidate.
• Comments from the preliminary interviewers and points of contact.
• The candidate’s portfolio or a sample of their work, if applicable.
• E-mail or other correspondence through online hiring platforms with the candidate in which they’ve shared details that pertain to the interview.
• Relevant documents such as previous payslips, if applicable.
• Contact details with alternatives.
• Basic demographic details such as age and marital status to better understand the candidate’s background.
• Any other information about the candidate that is material for the role he/she is being interviewed (for example, social media presence of a digital marketing head).

3. Being Prepared

Aside from saving time, preparedness speaks volumes about your professionalism, commitment and quality of work. There are two types of preparedness that are required. The first one pertains to logistics and the second involves self-preparation.

Though it might not always be the job of the interviewer, it is important to ensure that the basic factors are in place. The first and foremost is ensuring availability of time and space, as discussed earlier. If you are not directly in touch with the candidate, this includes corresponding with the candidate’s point of contact inside the organisation to confirm their availability. Next, you have to look at the technical readiness.

This involves checking that the hardware (mainly system, webcam and speakers) is working seamlessly and the required software is installed and updated. Another aspect of logistics involves ensuring that permissions/approvals are taken and all the concerned persons from various teams such as tech support and admin staff are informed about the interview so that their assistance can be taken if necessary.

The second type is self-preparation. If you are the interviewer, you need to familiarise yourself with the technology and platform(s) which are going to be used for conducting the video interview.

Other than this, you need to have clarity on the key qualities that you are looking for, scoring mechanism, commercial details and red flags. You must also have a set of questions to ask, based on the role requirements and profile of the candidate. These hold good for any type of interview.

4. Aid The Candidate In Preparation

Apart from the timing, you should also communicate certain details about the interview. Once you as an interviewer are prepared, it is a good idea to communicate the following to the candidate.

• Online platform used for conducting the interview (software or website, login credentials to be used).
• Technological requirements – to be specified and verified that the candidate has these in place.
• Type of interview such (technical or HR).
• Steps to be completed before the scheduled date and time of interview (such as sharing the result of a sample task).
• Which step this interview is in the selection process (Ex: Round 4 of 5).
• Documents or other information which the candidate has to have at the time of the interview.
• Rules to be adhered to at the interview stage.
• Background of the panel – names, experience and current roles of those who are going to interview the candidate.

Sharing information that is relevant to the interview in an organised and timely fashion gives the candidate a backdrop against which he/she can structure his/her thoughts, articulate them and clarify any doubts.

This practice also conveys that you and your organisation are helpful and can bring out the best in them, which improves the brand image of the organisation in the candidate’s mind. However, one must take care not to disclose more than required even if prodded.

Benefits Of Video Interviews!

Here are some of the benefits of using video interviews for the hiring process!

1. Reduce Discrimination Amongst Candidates

The questions addressed to each candidate are automated and identical. The technology itself cannot discriminate, and all videos speak equally to candidates’ personalities and abilities.

Candidates applying from out-of-town or abroad have the same video interviewing experience as local candidates, and no one has to leave the comfort of their home or office to apply.

2. Strengthen Your Employer Brand

Given the pervasiveness of social media, the employer no longer holds as much power as he or she used to; the interviewee may already know almost everything about the organisation!

To maintain a strong employer brand, a customised video interviewing platform that includes company branding videos is essential to helping the interviewee feel valued and welcome — and to increase the likelihood that they’ll attend an in-person interview if they make it to the next round of recruitment.

Customising your platform is a way of reinforcing the impression of your brand that the candidate likely already has, assuring them that the company they’re applying to is exactly as impressive as they thought in the first place.

3. Shortlist More Effectively And Efficiently

Because all applicants answer the same questions, employers can easily compare interviews on a case-by-case basis. Seeing and hearing a candidate on video gives you a much better sense of their engagement and enthusiasm, than just a paper resume or a phone interview.

Video screening also reduces the hassle of scheduling interviews, and you can still reserve in-person interviews with the top candidates. This saves time, energy, and travel expenses, allowing you to review candidates more quickly and effectively without inconveniencing your potential recruits or your staff.

4. Easy Collaboration With Your Team Members

Other team members can easily view and comment on video recordings, letting them find the time when they can give their full attention to providing inputs on the process or about specific applicants.

By centralising candidate profiles, including CVs, photos, and personal summaries, video interviewing technology can make the process quicker and simpler, and avoid potentially costly misjudgements.

As the recruiting process becomes busier and the job market continues to grow, you’ll realise just how valuable the savings in time, resources, and the budget really are for your business!

What are you waiting for? Implement video interviews in your hiring process and watch the quality of hire improve!