Video Interviewing…it is here…and it is here to stay!

Posted 18th May 2021

Prior to 2020, or probably more accurately, prior to the devastating arrival of Covid-19 in Q1 of last year, it’s probably safe to say that many of us were only ever using video-based meeting tools on occasions, maybe for impromptu meetings with colleagues at the other end of the country or maybe just for ‘Facetime’ chats with family members we were unable to physically visit on a birthday or at Christmas time. Oh, how this has changed in the last 18 months though. Now, who HASN’T used Zoom or MS Teams (to name but two) in the last few weeks and days, whether it was to speak with a client, present a product or service offering, meet with colleagues…or just gather, virtually, with friends for a quiz and drinks on a Friday night.

Prior to the global pandemic, even fewer people had attended or conducted a video-based job interview, but within the last year this has rapidly become pretty much the norm and whilst most of us are, right now anyway, keen to return to the old way of doing things, much like we’re keen to return to indoor dining and drinking, video interviewing will remain an important and often major part of the recruitment or job seeking process. Many argue this was coming anyway and Coronavirus has just hugely accelerated its arrival.

So, when it comes to video communication, particularly for hiring or job seeking purposes, there are of course both pros and cons and indeed, important aspects to consider when utilising it as a method for meeting with others.

Just some of the benefits of video-based interviewing

Like a face-to-face interview, but unlike a telephone interview (often used at the initial stage) video interviews allow you to read body language and observe personal presentation.#
Unlike a face-to-face interview, the candidate does not have to pay, sometimes not insignificant, travel expenses. Arguably unnecessary at the first of probably two to three stages.
Moreover, the candidate doesn’t need to take time off (if presently employed) for travel to and from the interview venue (usually the employer’s office) and this very often, if not always, makes that initial interview far easier and quicker to arrange. Speeding up the process for both parties and saving time.
Points 2 and 3 become even more of a benefit if you’re interviewing with a colleague(s) that may well be based some distance from you.
You can, with permission/disclosure of course, record the interview and if necessary, watch it back. Ever tried to remember a candidate’s precise answer to a particular question or just ‘the way’ they answered it? How useful could a second glance be to you?
Videos are a fantastic tool for recording candidate’s answers to well thought-out initial screening questions or as accompaniments to a CV. Why read or listen to a recruiter’s repeat of the answer, when you can watch your candidate deliver it.

There are some obstacles though

Many people, and I would include myself until recently if I’m honest, don’t like ‘performing’ as such on camera, even if it’s just the lowly webcam. The self-view image can be off-putting for a start and the discomfort of being on camera may lead to a less natural self-presentation style. Tip: the candidate can, maybe should, hide their ‘self-view’, it’s very easy to do and really does help.
The candidate, due to the general positioning of webcams, can often appear not to be looking at you while talking, as they’re looking at you on their computer screen, several inches below, or above, their webcam. The same may of course be the case for you. This can be unnerving all round. Laptop computers fair better here, but then the image quality is not always great. Tip: minimise or reduce the video window and then place it (by clicking and dragging) at the top or bottom of your computer screen, directly under, or above, your webcam.
No matter how well prepared and how many times you or your candidate have held other video-based meetings recently, technical issues can occur when least expected and wanted. Connectivity or even hardware problems will inevitably interrupt the conversation flow and cause stress, though probably more so to your candidate. Tip: should this happen, just don’t hold it against your interviewee (rest assured they’re mortified) and simply re-schedule if needed. A quick follow-up call to his or her mobile will re-assure and keep the rapport going.
Beware of biases. How your candidate acts and the personality, or maybe lack of it, that they put across on video (and remember Point 1), can alone influence, even just subconsciously, your feeling toward their suitability, regardless of the actual role being applied for and whether it really should be a factor.Tip: keep your evaluation and post analysis specifically job-related.

So, in summary at this point, video-based interviewing is not for everyone yet and is certainly not the right solution in every instance. It is though here and very unlikely to go away any time soon. Digital recruitment, or more to the point digital tools within the recruitment process, represent an increasing trend and one that’s well worth embracing when and where appropriate.

On the ‘how’

It should of course go without saying that before you do anything else when it comes to video-based screening and interviewing, ensure that you have robust and good quality equipment (camera, microphone, and associated software etc.) on hand (both in the office and at home these days), as well as giving due consideration to body positioning, lighting, background and so on. Regular checking of all the above is also worth remembering to ensure your video-based candidate activities go as smoothly as possible.

If using video to assist with the candidate screening process

What sort of questions do you want to pose candidates at this early stage of the process?
Are these questions of a ‘positive’ nature? • Are the questions relatively easy to answer within a short timeframe?
Do you want the candidate to have your questions posed in writing in advance, so that they have a little time to consider and prepare their answer before recording them?
Would you like your candidate to be able to re-record answers they may be unhappy with upon reflection?
Would you instead prefer the candidate to have these questions posed live to test their creativity and ability to think ‘on the spot’ as such? If conducting a two-way video interview
Again, a ‘dummy run’ and test of functionality across the board, and each time too if possible, is highly recommended. • Always ensure you have your candidate’s telephone number and email address firmly to hand in case of technical issues.
Conduct the meeting from a private room and ‘distraction free zone’.
Move your own phone and other screens out of sight, or turn them off, to avoid subtle, yet other unwanted visual distractions.

Whatever you decide upon as being best for a given recruitment campaign, clear instructions for each candidate will be critical, as will be your on-hand assistance. Remember, job applications that involve answering questions on video will still be very new for many candidates and so assurance and available help with each step involved essential. Also remember that for all their many benefits, video interviews, like traditional face to face interviews, are often somewhat daunting, particularly for the candidate of course. So, although using video, still spend a few minutes at the outset, as you would if face to face, on a little good old fashioned small talk and settling in before getting down to the business at hand.

For help with video-based screening and interviewing and to utilise my associated platform, please don’t hesitate to contact me for an initial chat and to find out more.

01908 929042 gavin.ibell@ibellrecruitmentandstaffing.co.uk

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