Discover what a video interview is, how it differs from traditional in-person interviews, and what you can expect during the process. Our comprehensive guide has you covered!
The word “video” has now been recently placed in front of “interview” and although it may seem like the same as just having an interview, bringing one word into the picture adds a whole new set of advantages as well as disadvantages as well. The majority of the recent interviews now take place virtually. By phone or video call, the video interview is also called as Virtual interview is used to conduct an interview and ask job related questions to an applicant.
After the first virtual interview, several hiring procedures include in-person interviews. Let’s start by defining what a video interview is and explore it further.
A virtual/video interview is one that is conducted online, occasionally over the phone, and frequently via the use of video conferencing and other online communication tools. Virtual interviews are frequently done similarly to in-person interviews. Despite this, because it is difficult to discern facial emotions and body language when communicating virtually, extra precautions and adaptations are needed.
Here are some precautions that can help you to have a successful video interview:
The optimal type of video interview depends on the specific requirements of the company and the position under consideration, as each type of video interview offers distinct benefits and drawbacks.
1. Online video interview
This is a real-time interview where the interviewer and candidate interact in a live video call. This is similar to an in-person interview, but conducted remotely.
2. One-way video interview:
In a one-way video interview, the interviewer sends pre-recorded questions to the candidate, and the candidate records their answers in a separate video. The interviewer then reviews the video at a later time.
3. Panel video interview:
In a panel video interview, multiple interviewers are involved in the interview process. This type of interview is usually conducted in real-time, where multiple people are on the video call.
4. Pre-Recorded video interview:
This type of interview involves the candidate recording their responses to pre-set interview questions. The recording can then be reviewed by the interviewer at a later time.
5. Virtual reality interview:
A virtual reality interview is an immersive experience where the candidate interacts with a virtual environment and avatars. This type of interview is still relatively new, but it offers an innovative way for companies to interview candidates.
6. Asynchronous video interview
With the asynchronous video interview, the applicant is independently led through a structured interview procedure. You respond to interview questions that are text-based in front of a webcam. Asynchronous refers to the fact that you do the interview independently irrespective of the interviewer. You do the interview on your own, at a time and location of your choosing, without the interviewer being online at the same time as you.
A virtual interview process is a recruitment process where job candidates are interviewed using video conferencing software or other virtual communication tools, instead of meeting with the interviewer face-to-face. The virtual interview process typically follows these steps:
1. Initial screening: The first step is often an initial screening of job applications, where the hiring team reviews resumes, cover letters, and other relevant documents. They may also conduct a preliminary phone or video interview to assess the candidate's qualifications and interest in the position.
2. Scheduling the virtual interview: After the initial screening, the hiring team will schedule a virtual interview with selected candidates. The candidate will receive details of the date and time of the interview, along with the instructions for accessing the video conferencing software.
3. Preparation: Just like a face-to-face interview, it is essential to prepare for the virtual interview. This includes researching the company and the role, preparing answers to commonly asked interview questions, and testing the equipment (camera, microphone, internet connection, etc.) beforehand.
4. The virtual interview: The actual virtual interview will be conducted using video conferencing software, such as Skype, Zoom, or Google Meet. During the virtual interview, the interviewer(s) will ask the candidate questions about their qualifications, work experience, and other relevant topics
5. Follow-up: After the virtual interview, the hiring team will usually follow up with candidates who made it to the final round of interviews. This could include additional interviews or reference checks before making a final hiring decision.
Overall, a virtual interview process allows companies to save time and resources by conducting interviews remotely, while also offering candidates greater flexibility and convenience.
1. Simplify the number of procedures involved
Video interviews can significantly speed up the hiring process if you don't have the time to analyze all the applications for a position with a high volume of applicants. Instead of scheduling an almost impossible amount of phone screens, watch pre-recorded films when it is convenient for you.
2. Reduce the need for a large number of interviewers By employing pre-recorded video interviewing to screen prospects, you can cut down on the time commitment and scheduling issues that come with phone interviews. Pre-recorded videos enable you to supply the questions you need candidates to answer so you can decide whether to watch the entire thing or quit after the first few minutes. It's possible that you will know within the first five minutes whether a certain prospect is a suitable fit.
3. Shorten the time to hire When a candidate has reached the final set of steps of accepting a competing offer or lives far away and has limited availability for an in-person interview, or even if the interview team is busy with schedules, the video feature enables you to rapidly schedule an interview.
4. Reduce travel expenses For candidates from outside the area, setting up video interviews rather than in-person ones can reduce travel expenses. By eliminating the need to fly in your final round of applicants, a dependable video interviewing platform may help you save money on travel, lodging, and other expenses.
5. Assist recruiters Video interviews are a quick and effective approach for hiring managers to evaluate prospects without holding up the hiring process. By removing scheduling conflicts and hold-ups, video interviews lessen the chance of losing prospects to fast-paced enterprises. In order to choose the prospects who will advance to the next phase, hiring managers can also get a more precise picture of the candidate pipeline.
6. Update the format of your job description Include films in your recruitment marketing campaign to provide prospects with a deeper understanding of your company's culture and even the qualities hiring managers are searching for. Instead of a formal job description, record the hiring manager outlining the position and upload the quick video to your social media accounts. If the job requires extensive teamwork, videotape members of the team as they describe a typical day to produce a day-in-the-life style video.
7. They guarantee an impartial rating Multiple evaluators might share the finished video interviews to increase impartiality and reduce prejudice. The responses of other candidates to the same question can be evaluated and contrasted individually for each response. Ranking applicants is no longer based on the interviewers' notes or their recall of the prior candidates.
8. How video interviews are employed as evaluation instruments Video interviews are an excellent tool for assessment because of a special combination of elements that give them strength. Employers who use video interviews aim to guarantee a consistent, good candidate experience and take advantage of the chance to show prospective employees what it's like to work there.
9. Language evaluation Video interviews are used to evaluate language proficiency from the very beginning of the application process by businesses with a strong international emphasis who hire employees from outside and demand fluency in numerous languages. For instance, a renowned public organization opted to use video interviews to assess a candidate's command of the French language. This institution holds biannual competitions to choose staff from all of Europe.
They can accurately evaluate the language proficiency of their candidates with automated video interviews that are set up to begin automatically after the questions are asked in order to eliminate prepared responses. As a result, both the standard of the candidates who made the shortlist and their results on the on-site language exams have greatly increased.
10. Fit with culture Employers who place a high priority on company culture and seek to hire workers who not only share their values but also have a love for their business are employing video interviews to screen candidates for cultural fit right away. For instance, a renowned electronics company with a focus on music and sound gear conducts video interviews to assess candidates' familiarity with the music business and their enthusiasm for recording musicians.
The automated interview is set up to look like a discussion, and only the depth of the candidates' knowledge is considered. The screening process was automated, and video was used to evaluate cultural fit, which led to a higher-quality hiring process overall.
11. Interviews based on competencies To accurately predict how their employees will perform on the job, several firms use competency-, situational-, or behavioral-based interview questions throughout their final selection processes. The issue here is that a lot of time and attention is put into selecting which candidates advance to this last round, and there is no assurance that the remaining few actually possess the necessary qualifications.
This is crucial for recent grads and new hires whose CVs lack an engaging narrative. As a result, many graduate companies now administer behavioral and situational judgment exams via computerized video interviews. Competency-based interviews can be included earlier in the hiring process without adding to the workload of the recruiters, enabling businesses to choose the best applicants more quickly and giving new workers a chance to demonstrate their potential.
1.Issues related to connectivity
The fact that video interviews rely so heavily on a strong and quick internet connection is one of their main drawbacks. Even though the first candidate may have been a better choice in terms of skills, knowledge, and experience, the recruiter may simply move on to another candidate if the candidate's local ISP is unable to provide an adequate quality of service. Technical difficulties would not have an impact on a candidate's ability to impress during a face-to-face interview.
2. Lack of video quality There are certain employers who look for applicants who are not only highly skilled but also presentable, charismatic, and able to speak on behalf of the organization when necessary. Poor video quality can make it more difficult for a candidate to land a job because their presentation wasn't as strong as it could have been. Recruiters will regrettably move on to someone else who can better present themselves because they are inundated with applications.
3. Unable to use technology There are still many careers available that don't require a computer or tech expertise. However, if the candidates are being interviewed via video interview, then a lack of tech knowledge could blot away a good pool of candidates. If the candidate had been interviewed in person, they might have been able to land their dream job, but because they were unable to set up and record the video interview, they were immediately disqualified.
4. Time bracket for responses Every candidate that is interviewed by video is typically assigned a time slot while the interview takes place. However, their time window won't be extended if there are any system delays or technical issues. In addition, candidates may waste valuable time if the login process is overly difficult. Multiple options need speedy decision-making and leave little opportunity for error, which can make the process exceedingly stressful.
5. Fraudulent practices While they are uncommon, there are some businesses out there that may try to con candidates by promising to recruit them in exchange for a small fee. Additionally, some companies may attempt to portray themselves as much greater than they actually are in order to deceive prospects and waste their time. With these considerations in mind, visiting a company or potential candidate in person to learn more about them is always a lot better idea.
Video interviews are the ideal instrument for evaluation. A skills assessment is used to gauge a candidate's personality, cultural fit, abilities, and motivating factors to see if they are a suitable fit for the position they are applying for.
Video interviews are increasingly being utilized to evaluate applicant compatibility in a visually appealing manner. They have been shown to be an accurate indicator of hiring quality. The norm for social contact is being set by Skype, Google Hangouts, and Viber, and video recording is becoming an essential component of how we perceive the world. Technological innovations are steadily altering the way we connect.
As more individuals live their lives in front of cameras, recruiters may easily contact candidates remotely through video. However, automated video platforms elevate interviews above a casual conversational level, enabling fair and precise evaluations to guarantee the top candidates are chosen. Video interviews are not only a quick and inexpensive way to evaluate candidates, but they are also a reliable evaluation tool on their own.
Here are some reasons why they make the ideal skill assessment instrument.
1. Improved efficiency: Video interviews and assessments can be conducted remotely, which saves time and resources compared to in-person interviews. This makes the recruitment process more efficient and can speed up the time it takes to fill a position.
2. Enhanced objectivity: Video assessments provide objective data that can help hiring managers make more informed decisions. The assessments can include skills tests, cognitive ability tests, and personality assessments, which can provide more accurate and unbiased information about a candidate's abilities.
3. Better candidate experience: Video interviews and assessments can be more convenient and accessible for candidates, especially if they are located in a different city or country. This can make the recruitment process more inclusive and offer candidates a better experience.
4. Greater flexibility: Video interviews and assessments can be easily tailored to specific roles or positions. For example, companies can use video assessments to evaluate a candidate's programming skills or communication abilities.
5. Improved collaboration: Video interviews and assessments can be shared with multiple stakeholders, such as hiring managers and team members, which can facilitate collaboration and decision-making.
Overall, the combination of video interviews and assessments can help companies improve their recruitment process by making it more efficient, objective, and inclusive, while also offering a better candidate experience.
When responding to typical video interview questions, try recording and reviewing your responses. Use your own webcam or app or video recorder. Typical video interview questions include:
The opportunity to interview candidates from anywhere in the world is just one advantage that video interviews have given recruitment agencies in recent years. While video interviews are an effective technique for locating candidates from around the world, they also present some particular difficulties for hiring managers and recruiters.
How to read body language in a virtual job interview is one of these difficulties. In a job interview, body language is crucial.
Let's discuss why you should interpret a candidate's body language
Have you ever heard the phrase, "Body language speaks volumes?"
If you're a human, which we assume you are if you're reading this, you probably intuitively understand what it means: that a person's body language can reveal more than just their words about how they're feeling or what they're thinking.
When all other factors are equal, body language insights can be utilized to inform and guide hiring managers and recruiters in selecting the best applicants.
For instance, interviewers can determine how a candidate is feeling by observing their body language:
If you're just beginning to pay attention to a candidate's body language, this list is a good place to concentrate your attention. When doing an in-person interview, you should also take note of the candidate's manner of introduction, walking style, and any other distinguishing characteristics that can hint at their personality or mental state. As you might expect, it's much simpler to interpret a candidate's body language when you're in the same room as them. Gaining this additional information is challenging when doing virtual interviews since there are many obstacles introduced and a barrier between you and the prospect.
The remainder of the paper will highlight these difficulties and provide suggestions for overcoming them.
Humans communicate and interpret between 60% and 90% of information about other people through their body language. In other words, in the best-case situation, words only convey around 40% of the information required to completely understand another person. We are either completely or much less able to read the body language of the person we're speaking to during phone calls and virtual interviews. There are a number of difficulties that may arise for interviewers and hiring managers who are accustomed to having face-to-face interactions with candidates.
An absence of verbal indications. During a video interview, a candidate's body language is largely hidden. As a result, interviewers are limited to relying on what the candidate says and are unable to learn more about what they may be thinking or feeling.
Obstacles on the technical front There can be problems with low quality, choppy audio, lag, or broken speech depending on the platform you use or the internet connection of each participant in the interview. This may make it more difficult for a contender to provide their strongest case.
Relationship-building challenges To assess a candidate's personality, team fit, and cultural fit, recruiters and hiring managers must be able to establish a rapport with them. When you meet the candidate in person, this is considerably simpler to accomplish. Even if it's not impossible, developing rapport during video interviews will require a different approach than during in-person interviews.
A sense of disinterest To appear truly "present" during a video conference requires a lot of work. In most cases, this entails making careful to keep "digital eye contact" with the interviewer throughout the whole exchange. In actuality, candidates' computers can be configured in a variety of ways that might give the impression that they aren't paying attention when they are. This could give the interviewer the wrong impression about the applicant based only on a misinterpretation brought on by the interviewing process.
Verbal cues The most important interview body language advice is to watch, and pay attention, but avoid making snap judgments or jumping to conclusions. However, there are specific body language indicators during interviews that demand your attention.
The candidate is utterly preoccupied It's typical for an interview to begin or end with a brief interruption. There may be stress at the start of the interview, but after a few minutes, the candidate will start to pay attention. It's possible that by the time the interview is through, the applicant has grown disinterested in the position or has just sat too long.
Distraction symptoms can include fidgeting, folding and unfolding of the arms, crossing, and uncrossing of the legs, tapping and rocking. None of these interview body language cues alone will necessarily reveal anything.
However, if a candidate is constantly preoccupied throughout the interview, it could be a warning sign but it could also be a normal response to something that is not immediately visible. There may be two causes to this:
They might have submitted a false resume. It is a fact that many people apply for jobs in the hopes of receiving an offer they may then present to their current employer in order to negotiate a pay raise. If that's the case, you should start shouting warnings at the beginning of the process while keeping a careful eye on things as a recruiter.
The other factor that can cause a candidate to get sidetracked during an interview is emotional turmoil brought on by the interview or another problem in their daily life. In this situation, it may be preferable to pause the interview and get their approval before moving further. Ask the candidate if they would like to explain their distraction, take a pause to collect their thoughts, or perhaps reschedule the interview if necessary.
The candidate is overly cordial
Excessive extroversion and unnatural friendliness should raise a red signal. It deviates from typical candidate conduct! If it disappears during the interview, it might just be an amateurish attempt to appear assured, and you can dismiss it. It's frequently an attempt to hide something and persuade the hiring committee to believe them if it persists throughout the interview. Cons frequently try to gain your trust by being overly cordial and pleasant
So, this is a small guide to jumpstart the video interview process, you can update the questions and customize your methodology based on the requirements that you have.
Once you are comfortable with these aspects related to body language, maybe you can slowly start thinking about upgrading to the video assessment platform that will give you the results you have been looking for. HireQuotient offers skill-based and video-based assessments that can help you get the top candidates from your pool of candidates.