Interviewing in a New World
In pre-pandemic times, interviewing took many forms. For enterprise organizations tasked with high volume hiring, video was already de rigueur. But for small and mid-sized businesses, in-person remained top of mind – until 2020. Now, as uncertainty persists, these companies are also learning to embrace video interviewing as a way to keep recruiting moving despite social distancing. Here’s how and why this approach will work, even once the current crisis ends:
Interviewing is rarely one and done. No matter which recruiting funnel an organization follows, or how many hires it makes in a given year, it takes more than one interview to find the right candidate. According to Career Sidekick, the typical employer will interview 6-10 candidates per job, and candidates will go through at least 2-3 rounds of interviews before receiving an offer. And with in-person meetings off the proverbial table, talent acquisition teams need another way to screen job seekers – quickly.
Timing is Everything
That’s because while no two video interviews are alike, time is almost always of the essence. Some organizations rely on video conferencing solutions like Zoom or Skype to host “live” interviews, but these come with challenges. SelectSoftware Reviews prefers an asynchronous approach like Wedge, explaining, “A lot of the value is in a recruiter’s ability to vet a candidate by watching a few minutes of video, versus spending 30-45 minutes on the phone with a candidate, plus all the time and effort it takes to schedule and reschedule phone interviews.” A factor that becomes all the more important when there are multiple screenings involved.
Make it Count
Career Sidekick says that after that first screen of 6-10 candidates, the average hiring manager will advance 2-4 for the onsite round, with 2-3 invited back for the final interview. That’s a lot of interviewing for a single position, except there is no rule that says video interviews can only happen once. In fact, one survey found that half of candidates believe video is the most useful tool for helping them stand out, so why not use it more? Whether a candidate is coming in for their first interview or fourth, video can help because everyone involved in hiring plays a different role, especially when in-person isn’t an option.
Enhance the Experience
To ensure a positive experience, HR and talent acquisition teams need to communicate with candidates before each round, as they would with the in-person equivalent. That might sound arduous, but with video, it can be as simple as including a pre-recorded message with the interview instructions. With asynchronous solutions, candidates can review and re-watch this message to understand what’s expected of them before hitting record. In turn, candidates get an update on where they stand, feeling better prepared and more confident. This also works to let the candidates know there’s a person on the other side of the screen, offering support.
Regardless of an organization’s size or hiring needs, interviewing remains central to successful recruiting outcomes. With a new mindset and the right technology, video brings today’s world into focus, saving time and streamlining processes along the way.