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4 Best Practices for Conducting Video Interviews

Posted on Jul 4th 2019


4 Best Practices for Conducting Video Interviews

Video interviewing is becoming more and more popular among HR teams and hiring executives.

Whether compelled by scheduling conflicts, recruiting costs, or simple time efficiency, employers are turning to video more often to evaluate potential talent.

Whether you’re a long-time video interviewer or just thinking about how digital conversations may benefit your hiring process, here are four best practices that can help.

Stick to the Schedule

When candidates aren’t making the physical trip to your office, it can be tempting to reschedule live video interviews when things come up. Digital conversations can seem less important and less formal than others, but it’s important to conduct them just as you would as if they were sitting across the table. Just as you wouldn’t cancel last minute on an in-person conversation, avoid cancelling video interviews as well.

It’s also important to ensure team members and other interviewers understand the importance of the conversation. Eliminate the risk of distraction by requesting that meeting spaces and times be uninterrupted, whether from the outside or inside. This is essential to ensuring you give yourself and your candidate the best possibility to have a productive conversation.

Get the Appropriate Technology in Place

Establish the set of systems and programs you’ll use to record, and test them repeatedly. Bad connections and poor audio or video quality can result in frustration and wasted time for both parties. Make sure you’re giving each candidate a fair shake by incorporating reliable tools that will help enhance your dialogue, not hurt it.

Pass along this information to candidates beforehand. Offering tips for interview logistics that will support the connection on their end can reduce late arrivals, spotty quality, and lost connections.

Connect With Candidates

Don’t let the screen take away the human qualities with which you conduct in-person interviews. Stick to your normal process of warm introductions, sincere questions, empathetic connection, and deep conversation around pivotal areas of their experience or the position.

Remove Technical Issues From of the Vetting Process

While technical glitches can interrupt the flow of conversation, focus on the candidate’s skill set as you begin weeding people out. If the connection was poor enough that a good conversation wasn’t possible, reschedule and give each potential employee a fair shot. By scrubbing those that may have had some technical issues, you might be losing quality candidates to inconsequential factors.