Two key focuses of my blog are Organizational and Management Discussions and Technology. The Coronavirus/Covid-19 Crisis/Pandemic has at least in the short-term changed how organizations are run and how workers are hired for example. During this time, new staff members are being interviewed and onboarded using video interviews. The following contributed post is entitled, Recruiting During The COVID-19 Pandemic: Top tips For Holding Video Interviews.
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While we are all becoming accustomed to video calls within our teams and with external partners, having others come into the company can feel different. The recruitment process is a complex one, that needs a personal touch. From judging the firmness of their handshake and how they walk into a room and command attention, interviewing takes into consideration many non-verbal cues. However, if handled correctly, it is more than possible to manage the interview and recruitment process without meeting the candidates in person. You can even read their body language without that ‘hands-on’ sense.
Here, we look at some tips to help you get through a video interview and pick the right candidates for your position.
Image credit: Pixabay CC0 License
Ask questions that are relevant but unconnected to the position
You might be wondering how you can ask tangential questions, but still relevant, but it is more than possible. The more that you can find out about your candidates and how they would approach certain situations and what they think about particular things can tell you an awful lot about them. However, you may want to avoid asking them questions that do not directly correspond to the job responsibilities, as these may be well-rehearsed and not as meaningful. One question you could ask, for example, is about their relationship with their previous or current employer. How they answer that can be very telling.
Make clear your expectations
When everyone involved in the process, including the candidates, knows what to expect, it will go a whole lot smoother. When people know in advance what will happen, they will come better prepared to talk about their relevant work experience and bring the appropriate resources or certification. It is also helpful to give them an idea of how long the interview or the recruitment process will last, as this keeps them – and you – engaged.
Impress them
Remember, an interview is to benefit both parties. You, to see if they are a good fit for your business, and for them, to see if you are the kind of company that they can envisage themselves working for. You have the upper hand when it comes to an in-person interview; they are visiting the workplace and see other employees and get a sense of who you are and the brand you represent. When you conduct interviews remotely, you do not have that footing, so just as they need to impress you, you need to impress them. Making sure your video stream is as high-quality as possible is just one part of that as it gives the candidate a good idea of how professional you are to work for. Also, think about your own appearance. It may seem shallow and frivolous, but first impressions DO make a big difference. Did you know, for example, that blue is the color that you are recommended to wear to make an impact?
Video interviewing is not all that different from face to face interviews. Making sure that the technology works, that everyone knows the process, and that you look for the nuances that really give you an insight into the candidate is key to a successful interview.
