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Video Interview: How to Future-proof Your Online Hiring Process

Learn 3 top tips to conduct structured video interviews that fairly evaluate shortlisted candidates and select best-fit talent for the job.

With the end of 2021 fast approaching and no sign of home working and virtual meetings fading away, bringing the human connection into the interview process is still a top priority for many businesses.

Pre-pandemic, the interview stage of the recruitment journey would have brought face-to-face interaction not only between candidate and recruiter, but also with others in the workplace. The physical presence in an office can give a sense of culture and atmosphere, both of which can be difficult to showcase in a 60-minute video call. The limitations of conference platforms do not end there, mainly because they were not designed with interviews as their main intent; they lack structural features such as question libraries and scoring parameters that are critical components of successful virtual hiring. 

Since the pandemic, 86% of organizations are now interviewing virtually, and the interview stage remains an important touchpoint in the hiring process—it is crucial for recruiter and candidate decision making alike. Here are 3 top tips to make the most of the limited time available in the final stage of a video interview:

1. Structure

Having an interview structure brings consistency and a smoother experience for both interviewer and candidate by keeping the conversation on track. It also ensures that the interview process, even though remote, is as fair as possible and results in high-quality hires.

You will get a clearer understanding of a candidate’s job fit and potential by asking questions that measure the key, job-relevant competencies for the role. A competency-based structure can also be rolled out globally to ensure consistent hiring standards across international teams.

2. Showcase

For many candidates  this will be the first time they meet other members of the team face-to-face in the online recruitment journey, and for the successful candidate it might just be the only time before the offer acceptance stage. This is the chance to showcase why you are a great place to work. Providing a professional and engaging live interview experience, ideally with dynamic and interactive features such as whiteboarding, helps to differentiate your brand and positively demonstrate the type of organization that you are.

3. Score

By pre-setting the scoring criteria, you are providing a fair and consistent benchmark for every candidate to be evaluated against. It aligns hiring teams to ensure assessment decision-making is consistent and effective at finding the right talent.

Make sure you link your scorecard to the competencies essential for the job; it will help ensure the interview structure stays on track too. A fairer scoring model also creates opportunities for valuable candidate feedback—essential for building brand advocacy and minimizing resentment, especially for unsuccessful candidates who have invested time in your process.

Structure, showcase and score will help you make the most of the limited time available in the final stage of a video interview.

With the pandemic settling and a new hybrid way of working on the horizon, businesses should put in place post-pandemic recruitment strategies that are more fit for purpose. Video and conference call platforms such as Zoom and Teams  have held the fort while the pandemic was playing out, but now that remote working and recruiting are second nature, it is essential to have a platform in place that is purpose-built for hiring success and supports your recruitment team to win top talent for your business, no matter where in the world they are based.

It is key to remember the importance of adapting to virtual recruitment and not just substituting the face-to-face part of the process. Do not rely on basic video tools which serve personal or conference purposes. Utilize SHL’s Smart Interview technology—built for hiring success with all the features your recruitment team needs, including video interviews that are auto-recorded with timestamped comments, real-time proctoring notifications, structured questions for interview consistency selected by I/O psychologists, and end of interview scoring for fair evaluation.

One small step: Learn more about Smart IV Live and how it could revolutionize your team’s e-hiring recruitment process.

One giant leap: Take your entire hiring process to new digital heights with SHL's Virtual Solutions that future-proof Talent Acquisition and Management for your business.

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Author

Danielle Fullick

Danielle Fullick is a Product Marketing Manager at SHL who recently joined the Thames Ditton team. She is an experienced marketer with over 8 years in professional service recruitment organizations, most recently specializing in employer branding. Her experience includes leading on value proposition development and articulating key messaging through written and creative marketing assets. Prior to SHL, Danielle led on international projects that focused on Talent Acquisition, including website redevelopment and online employer brand management.

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