& Tips for Hiring Managers on Optimising this new medium

As we usher in the new normal, digitally-driven interviews are rapidly becoming the preferred way to screen and select candidates. Mishaps are inevitable when you’re mastering a new tool. Understanding this medium and keeping a few points in mind for a video interview will enable you to get the most out of it.

In our latest blog, we explore tactics you can teach candidates to have them more readily prepared for their Video Interviews. A tactic that will save you more time in the process. Let’s first explore what not too long ago was the norm.

The Traditional Process

Due to the overwhelming number of resumes many supervisors receive, it is estimated that they only spend six seconds skimming it when making a decision. This subpar assessment tool can present a disservice to the manager and the applicant, wasting precious time and missing out on potentially remarkable candidates. For one, resumes don’t give you the full picture of an individual. With conventional resume screening, you may encounter the situations below.

  • An impressive resume may equate to a not so impressive candidate in person. Or maybe someone who is just not right for the position.
  • A resume that may not stand out might be passed over, but the person might interview well and turn out to be an excellent fit for the position due to their personality and attitude as well as culture fit.
  • Fortunately, in our current digital age, screening applicants is becoming quicker and more accurate with the complementary use of video interviewing to the traditional resume. The benefits not only extend to managers but prospective candidates as well.

    Video Interviews – The New Normal

    Overall video interviewing is a time saver for both parties.

    Hiring Managers or Talent Acquisition Specialists easily send an invitation to potential candidates (after their initial resume screening) to take a one-way interview electronically. This eliminates the need for back and forth contacts to schedule an interview. The ease of this process allows for a larger pool of candidates to be screened than what would be possible if hires led straight to face to face contacts.

    Specifically, for managers who want candidates who are highly qualified but also the right fit for the position and the business, this online interface is more flexible and insightful. It allows managers to quickly see the person behind the resume, track the applicant’s progress, and share the applicant’s interview with other team members. When candidates receive an interview invitation, they typically complete the interview in 24 hours allowing them to get to the best candidates first.

    Candidates also benefit from participating in a selection process that is more intuitive and has adapted to the changing times. With the ability to access the interview from any device, individuals can now provide a more in-depth, rich presentation over what a resume can offer.

    For candidates whose resume tends to get lost in the crowd, video interviewing means they might have opportunities where previously they would not. More candidates get offered a chance to complete a video interview. This new process can afford many persons the ability to truly stand out.

    How can you help your candidates?

    Consider that this is not a customary medium for many of the applicants and hence giving them some initial tips and pointers is not necessarily giving them a leg up but educating them on the new digital way. The ones that listen can then be considered as quick learners, a skill that brings an abundance of value to any organisation.

    Consider sending the following points to them before they start their interview process:

    – Be aware of what can be seen in your video window—interviewing from your bed? Maybe not the best idea.

    – Don’t wear stripes. Stick to bold colours; lines can distort on screen.

    – Communicating through technology can make for stilted and flat communication. Video interviews have the benefit of time. So practice expressing yourself on camera until you’re comfortable and can put your best self forward.

    – Choose appropriate attire – A video interview is as important as an in-person interview. Dress as you would if you were having a candidate meet you in the office or if you were a candidate going to an in-person interview.

    – Look straight into the camera. It can be disconcerting to speak one way, but looking down the ‘barrel’ – as they say in the film and tv industry – gives the feeling of eye contact to the person watching adding a touch of connection.

    Having candidates more prepared brings many benefits to the busy hiring manager. Aside from time saved, the stats reveal many more benefits.

    What do our stats reveal?

    One-way video interviews are effective at achieving the results managers need while delivering the flexible, fast process both parties want.

  • Faster placement — 58% reduction in time-to-offer
  • Efficient process — 80% decrease in time spent on each interview
  • Better interviews — 90% approval ratings by hiring managers
  • Resumes are still valuable and can be used in conjunction with methods like video interviewing to gain a more complete picture of an applicant. However, their position as the standard-bearer of assessment in hiring situations is fading.

    To learn more about video interviewing contact Alcami Interactive to request a personalised demo.