More and more companies are using video interviews at some point during their hiring process to help narrow the field of qualified job candidates.
Certainly there are real advantages…less expense since there are no travel costs and less time commitment, just to name two.
But there are some disadvantages as well, summed up in the artificial awkwardness of establishing a “virtual” rather than a face-to-face relationship. Some interviewers are using recorded interviews but we recommend “live” video interviews where questions and answers are more spontaneous and more likely to reveal true behavior, past and future.
As behavior based interviewing training experts for the last two decades, we pass along the following tips for how to get the most out of these interviews:
- Ask open-ended questions that are less likely to produce canned answers and that challenge candidates to reveal their experience, motivations and problem solving ability.
- Give more weight to what the job candidate says and how than to the quality of the video which is not a true measure of their fit to the job.
- Experiment with methods that resemble the role they would take on, i.e., ask a graphic designer to create a simple logo and hold it up to the screen.
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