The last few years have seen significant growth in the use of video technology to help pick the best candidates for a job vacancy. Employers and recruitment agencies can now make use of video to pre-screen candidates to help narrow down an initial candidate pool to a manageable short list. New online software has made the process streamlined and very efficient, saving time and travel costs for all those connected with a recruitment campaign.
However this relatively new form of candidate screening has meant that both the interviewer and the interviewee will need to focus on new techniques to judge candidates or impress prospective employers respectively. This guide sets out some of the V.I.T.A.L elements to bear in mind when judging or creating video answers to interview questions.
For the interviewer ... Take time to evaluate
One of the great benefits of candidates recording pre-screening videos is that multiple contributors can provide input into the hiring decision, not just those available to attend an interview. However, if more people are providing input, make sure they are judging the candidates on broadly the same criteria.
Evaluate each question so that campaign collaborators know what they are trying to judge and make sure there has been collective agreement on the measurement and selection criteria?
When judging the answers, play the video for the all important first impression and then play it again. Assess the candidate responses from different perspectives to get a balanced picture. Try to judge responses for the essential or desirable qualities you are after.
For the interviewee ...Take time to prepare.
Preparation and practice will directly influence the outcome of the interview. Although video interviewing may be new to you, there is nothing to really worry about – above all be yourself and speak naturally and clearly (mumbling is not allowed!). Remember to engage brain and mouth in the right order when giving your answers.
Don’t forget to conduct market research on the employing company - this is a fundamental requirement, which was not even followed by some of the candidates on this year’s ‘Apprentice’ TV programme.
Thanks for reading - part 'A' of the VITAL guide to follow soon.
This was brought to you by Interview Coordinator (http://www.interviewcoordinator.com/) a leading provider of interview collaboration software for recruitment and interview management.
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