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When investigating new tech for your recruiting process, it’s important to understand the work you’ll need to put in to get the ROI promised in the sales process. For video interviewing, those promises include creating a modern, personalized, and more efficient hiring process.

At Spark Hire, we have more than eight years of experience providing video interviewing software. We’ve seen the good, the bad, and the unprofessional when it comes to video interviews. Based on that knowledge, we offer the follow 10 tips to help your video interviews, both live and one-way, create optimal results.

1. Test Your Setup

Whether you’re inviting candidates to a live video interview or recording a video message to send to your candidates, it’s crucial to test your setup first. For best results, hardwire your device to the internet. Alternatively, get as close to your router as possible.

For lighting, make sure your dominant source of light is in front of you. Positioning yourself in front of your light source will cast a you-shaped shadow over your video! Next, be aware of your background. Look for a space that is neutral, professional, and free of distractions. Last, make sure you know where your microphone is located on your device. This ensures you won’t accidentally cover it up, and you’ll know where to direct your voice to be more effectively heard.

2. Offer Candidates a Detailed Explanation of How to Use Your Video Interviewing Technology

Point candidates toward helpful resources like a candidate bootcamp, technical support, and other resources provided by your video interviewing platform. These resources help your candidates research and prepare for the video interviewing process until they’re comfortable. As a result, your candidates will feel confident in their ability to complete your process.

3. Prepare Questions Ahead of Time

Whether you’re running a live or one-way interview, you and your team should craft a list of quality questions before the interview. These questions should be based on concrete job qualifications, and you should consistently use the same list for each candidate. Creating a structured interview process allows you to compare each candidate more objectively to one another, resulting in less biased hiring decisions.

4. Use a Live Interview Concierge

Take full advantage of your video interviewing platform’s technical support by using a live interview concierge (if provided). Using a concierge gives you the opportunity to triple-check your technology, surroundings, and connection for a seamless live interview experience with candidates. Concierges are also offered to candidates, ensuring the process is a success on both sides of the equation.

5. Try to Limit Background Noise

Choose an interview space that grants you privacy from pets, roommates, and family members. This not only gives you better sound quality by eliminating background noise, but it also ensures you have no distractions during the interview. For optimal sound, headphones are strongly recommended.

6. Dress as You Would for an In-Person Interview

Video interviews often take place before a candidate has a chance to meet you in person, which means your video interactions set the tone for your personal and employer brand. Treat this interview as you would an in-person interview and dress professionally from head to toe. This will impress candidates and show them you’re serious about their interviews and the opportunity. Wearing an office-ready outfit will also keep you in a professional mindset, and you’ll be less likely to stray from your structured interview questions.

7. Complete Up-to-Date Conscious- and Unconscious-Bias Training

One of the concerns people have about video interviews is that accidental bias could creep into your process. As with any hiring technique, you should attend or provide training on conscious and unconscious bias ahead of time to avoid any discrimination. By focusing on job-related skills and qualifications for all candidates you interview, you can mitigate the intrusion of any unconscious bias into your hiring decisions.

8. Communicate Details of the Whole Hiring Process to Candidates in Multiple Places

Provide your candidate with a clear and transparent timeline of your recruiting process so they feel comfortable as they move forward with it. The best places to outline your process are on your careers page (so candidates can learn about the process before applying) and in the auto-response email thanking candidates for their applications. You can give candidates even further peace of mind by updating them at the end of every stage with an estimation of when you anticipate moving to the next phase of the selection process.

9. Create Accountability With Deadlines for Interviews to Be Reviewed

To avoid dragging out the recruiting process, implement hard deadlines for your team to review interviews. For our team, this means candidates’ one-way video interviews should be reviewed within one business day of their completion. This keeps the hiring team accountable to the timeline provided to candidates and allows the process to move rapidly.

10. Use an Interview Scorecard

Along with bias training and a structured interview format, interview scorecards help every evaluator focus on the relevant skills and expertise needed to fill the role. By rating each candidate on their specific job qualifications, you create a documented method for fairly comparing candidates with seemingly different backgrounds and skills.

Leveraging your video interview platform can unlock huge efficiency gains in your hiring process, as long as you go about it correctly. With these tips and an effective video interview platform, you’ll be able to reap these benefits.

Josh Tolan is the founder and CEO of Spark Hire. Learn more on sparkhire.com and get started today with no contracts or setup fees.

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