Candidates no longer meet in person for interviews and are no longer interviewed face-to-face. Several organizations have been identifying the importance of video conferencing in relation to active recruiting. According to a study, 66% of candidates prefer video conferencing as a form of interviewing. Employers and candidates can save money on travel expenses if they use video conferencing. Candidates may feel more relaxed when using video conferencing. Other factors may also contribute to this trend, for example, the geographical setting may not affect the hiring process. Video interviews are one of the features of many applicant tracking systems that facilitate the hiring process.
It makes sense to explore methods that make the evaluation of candidates credible through video conferencing recruitment. Take a look at these effective tips to make the most of video conferencing during your recruitment process.
Videos should be made by candidates
The employers may also ask applicants to prepare a video resume outlining their experience in conjunction with the video interview. By doing this, hiring managers can assess a candidate’s communication skills, creativity, and personal brand. Managers can quickly evaluate the major aspects of an applicant’s professional background through video resumes. Additionally, recruiters can find out why an applicant prefers to discuss particular professional experiences.
Share documents easily by enabling easy document sharing
Instead of wading through hundreds of thousands of documents or papers. Managers can prepare digital copies of candidates’ CVs, cover letters, and preliminary projects and motivate them to share them. By taking this step, it can be much easier to develop and share a digital profile for the applicants via video conferencing software. Participants of a video conferencing session can share documents using various options, such as Skype and GoToMeeting.
Candidates are prescreened
Whether or not your organization prefers to have face-to-face interviews with applicants. You can significantly reduce the number of potential candidates by prescreening with video. You will save money and time by doing so. A face-to-face interview should last 30 minutes or an hour instead of 30 minutes or an hour. If the candidate is all set to move on to the next stage, it is better to switch to a 10-15 minute video call.
Only interview one candidate at a time
Organizing group interviews is generally more appealing to most employers, however, video interviews are much more logical when conducted one at a time. It can be difficult to include more than one candidate in an interview at the same time because video conferencing has its limitations. As to including multiple people in a video call, this can be detrimental to the connection, result in the low-quality video, as well as make it difficult for the candidates to understand when they are asked questions. Video interviews should be limited to a single candidate for everyone’s convenience.
Ensure that the interview solution is easy for the applicants to access
Many video conferencing options require users to download and install the software before proceeding to the interview. During such circumstances, the meeting may disrupt and the time for discussion cut short. Managers have two options when dealing with such situations. Before participants can download any software necessary to participate, they must be notified in advance. Secondly, they can choose a tool that requires no downloads and allows the applicants to jump right into the video conferencing using a web browser.
Provide a video presentation recommendation
As with video resumes, video conferencing provides an opportunity to understand the applicants’ experiences. Document and screen sharing are helpful features. Through video presentations or sharing the results of a prescreen project, applicants can showcase their experience. As a result of this activity, managers could ask specific questions about the candidate’s previous work experiences. In addition, applicants would have an opportunity to impress the manager.
A recording of the interview can view later
With a first-time video interview, it’s often difficult to get all the details about a candidate. One of the best practices is to record the video conference. By doing so, managers and employers can review the body language of the applicants and reconsider their responses. In addition, recruiters can ask other colleagues in the company who weren’t able to attend the interview for their opinions. If you ask an important question, you might find the right candidate for the job.
A Final Thought on Video Conferencing
The idea of using video conferencing as a viable interview tool might have seemed absurd and impossible a decade ago. Yet, video conferencing has changed as a result of the use of modern technologies, recruiting software, and applicant tracking systems. The interview is one of the most reliable ways of engaging candidates and evaluating their skills for a position opening. The importance of face-to-face interviews cannot be denied. Video conferencing can be beneficial when it is possible.