Video interviews have become an essential component of the employment process as remote work becomes more common. Companies can streamline their hiring processes with the proper video hiring platform, saving time and money while ensuring they identify the top people for their open positions.
What is a video interview?
In a video interview, the candidate and interviewer(s) communicate virtually via video conferencing software rather than in person. Live or pre-recorded video interviews can be done for asynchronous viewing. They are frequently used in remote hiring, especially for candidates who are located in different geographic regions and can be one-on-one or involve many interviewers. Several platforms, including Skype, Zoom, Google Meet, and other video conferencing software, can be used to conduct video interviews. Because of its adaptability and affordability, video interviewing is increasingly gaining popularity as a way of evaluating new candidates across many businesses and specialties. When compared to in-person interviews, video interviews are more time and cost-effective.
While doing a traditional interview, you must account for candidates who will be absent or reschedule or cancel. Traveling to and from an interview for applicants from outside the area might be challenging and expensive. You have the freedom to communicate with candidates right away, no matter where they are, thanks to video interviews. Often, you will use a secure interviewing platform to invite the candidate to a meeting. When choosing the best video interviewing software, businesses have a variety of options.
Features of a video interviewing platform
The fundamental procedure for conducting a video interview is simple. All you and your applicants need is access to video interview software, a microphone, a camera, a computer, or a smartphone. In fact, many systems offer extra tools to make the interview process simpler for you to handle and easier for your candidates.
Continue reading to learn more about potential software features and their capabilities if you’re thinking about introducing video interviews for your company.
1. Customizable interview questions
Hiring managers may be able to better assess candidates if they have the ability to develop customized interview questions suited to the particular job description. The one-way video interview software, which enables candidates to respond to questions at their own pace, can also offer customization choices. Giving businesses control over the platform’s appearance allows them to make sure that it represents their brand and values, which can be a key element in luring top talent.
2. Scheduling tools
With the use of a platform that lets candidates schedule interviews at their leisure, the hiring process can be streamlined, cutting down scheduling issues. Manually keeping track of scheduled interviews can be challenging, particularly when candidates call to reschedule or cancel completely. To automate the procedure, some video interview software solutions even provide integrated appointment scheduling.
3. Collaboration and feedback tools
You can identify exceptional candidates by leveraging functionalities that facilitate collaborative efforts among multiple partners, enabling them to provide guidance and support throughout the hiring journey. If you’re keen on obtaining feedback from candidates regarding the hiring process and video calls, consider utilizing a hybrid feedback form during your video calls. This innovative approach empowers you to craft personalized letters that can be dispatched to all candidates subsequent to their interviews.
4. Integration with applicant tracking systems (ATS)
Incorporating platforms with ATS software integration capabilities can significantly expedite the hiring process while simplifying candidate data management. Tools like Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS) can seamlessly integrate with a proficient video hiring platform (HRIS) to streamline the entire process. By centralizing candidate information and conversations in a single location, these integrated platforms contribute to a seamless hiring experience.
This integration significantly reduces the time required for manual data entry, minimizing the potential for human errors. Leveraging video conferencing technologies also expedites live interviews, ensuring a more efficient and productive hiring procedure.
5. Mobile support
The hiring process may be conveniently participated in by candidates even when they are on the go. With the help of a platform that is mobile-friendly, candidates can stay connected. Instead of a standard desktop or laptop computer, some of your prospects might record their video interviews on their mobile devices. After all, cell phones and tablets include built-in cameras and microphones. Ensure that the software you choose is compatible with a mobile app that users can install.
6. Video analytics
Empower managers to make better choices by using features that offer statistics on candidate interviews. This can assist them in spotting patterns and trends in the responses of candidates. Another essential component of effective video hiring software is information gathering and analysis capacity. Recruiters can spot places where the hiring process needs to be improved by monitoring important indicators like candidate engagement and completion rates.
Moreover, analytics can be used to spot patterns and trends that might guide recruitment initiatives. Also, the program should include detailed analytics, such as keeping track of how long applicants took to respond to questions or how frequently they had to record their answers again. This information can be quite helpful in determining which applicants are the best fit for the position.
7. Branding options
Platforms that let businesses alter the appearance and feel of their interview platform to reflect their brand can help make the hiring process more seamless for candidates. Some video interviewing services let you upload branding materials, films, or other introductory materials that candidates can watch before the interview. The branding option enhances the candidate’s experience with your organization, which gives the interview a unified, more professional feel. Make your company stand out with a streamlined, personalized hiring process.
8. Application evaluation
Although artificial intelligence (AI) may not be able to conduct an entire interview successfully (yet), certain video interviewing platforms utilize it to scan and evaluate job seekers’ applications in order to shortlist the best prospects for the position. This might be a useful feature to search for if you want to save time during the initial phases of hiring.
9. Interview styles
Three standard formats for video interviews are as follows:
- Recorded interviews: Platforms that allow for interview recording can aid hiring managers in doing a more complete review of interviews. It ensures that all candidates are evaluated equally. However, it’s crucial to ensure that any recording and storing adhere to the rules and laws governing privacy.
- In-person Interviews: During a live interview, you and the candidate converse face-to-face and in real time.
- Video resumes: With a video resume, the applicant briefly discusses their training, work history, and talents without directly responding to a set of interview questions.
Some businesses, especially those that hire a lot of people across many time zones, may value the ability to conduct various interviewing techniques.
10. Customer service
Technological difficulties can be annoying. Search for a video interviewing platform that provides simple, gold-star customer service. It will be less stressful to deal with any technical difficulties if you know you can contact support and get assistance right away.
11. Notifications
Want to automatically send out interview questions? Choose a video interviewing system that provides notifications and reminders automatically. It serves both you and your prospects well to remind them to arrive on time for interviews and submit the required paperwork by the due date.
12. Group and panel discussions
If you wish to conduct interviews with multiple interviewers or interview several individuals simultaneously, it is essential to select a video interviewing program that supports panel or group interviews. This feature allows all participants, including interviewers and candidates, to be present simultaneously, with their individual video feeds displayed as part of a group video call. Ensuring that the chosen video interviewing program offers this capability is crucial if you intend to conduct panel or group interviews.
13. Accessibility
It should not matter whether a candidate has a disability or not, they should be able to use a good video hiring software. Accessibility requirements like the Web Content Accessibility Guidelines (WCAG) 2.0 should be met by the platform. For candidates who are hard of hearing or deaf, the software should also be accessible, with closed captions and transcripts provided. By offering an accessible platform, a firm can show its dedication to diversity, equity, and inclusion while also ensuring that all legal standards are met. Any business that wants to attract top talent and optimize its hiring procedure needs a good video hiring platform. Companies should take into account both their own unique demands and objectives as well as the needs and preferences of the individuals they hope to recruit when selecting a video hiring platform.
14. Security
Another essential component that a good video recruiting software must have is security. The platform should include strong security safeguards that safeguard candidate data and guarantee that it is impervious to hackers or other online threats. This includes data encryption for both in-transit and at-rest use, user identification, and access control.
Security elements like limiting access to the video to certain people or groups should be included in the software. When handling private data, such as social security numbers or other sensitive information, security is especially crucial.
15. Interview pre- and post-questioning
Before or after the interview, you should ask your interviewee unrelated questions to help you evaluate and enhance your hiring procedure.
Some of these inquiries might be:
- How were you made aware of this position?
- Did you feel at ease during this interview?
- Do you have any more queries?
Pre- and post-interview questions for each candidate can be set up using some video interviewing software. You won’t need to directly contact the candidate to get the information because of this. An analysis is greatly simplified by automatically gathering the responses.
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