Video interviewing is well on its way to establish itself as the next big thing in the recruitment space. Without needing the candidate to be physically present in the same room as the interviewer, the relevant interview tool helps to properly assess and select from a large volume of applicants. Given the current situation where the entire world is on lockdown due to the novel coronavirus, organizations have begun to look for sustainable ways to continue their recruitment efforts. While it is hoped that this pandemic will wane and bring all things - including existing interviewing strategies - back to normalcy, efficient remote interviewing is expected to find much more favour across a wide spectrum of industries. Industry experts believe that remote assessment & hiring mechanisms will become the new normal and permanently change the interviewing landscape in the near future, owing to its high accuracy and efficiency.
Below mentioned are 7 best practices that recruiters and HR professionals need to incorporate in their processes if they want to stay on top of their game while shouldering their responsibilities remotely:
- Selecting the right video-interviewing tool: The choice of video interviewing tool will depend on the interviewing need. Opt for an on-demand video interview tool to screen out candidates from top-of-the-funnel and a live video interview tool to select candidates who are lower down in the hiring funnel. Get more information about these two type of interviewing tools here.
- Candidate experience should be a priority: An inferior candidate experience can do more harm than good, especially in case of remote interviews. Focus on delivering an intuitive experience and make the interview available on multiple devices. Even in a virtual interview, it is important to make the candidate comfortable at every stage of the process.Interviewing tools offered by Aspiring Minds - Autoview and SmartMeet have been designed with a candidate-centric approach and offer rich features that make the experience very real and engaging for the candidate.
- Be mindful that interview questions assess job-related competencies: Establish key competencies required for the job role and then choose questions tagged to those competencies. Video interview tools generally provide a library of questions that can be used to configure the interview and you can add your own questions too. If you are hiring across different regions, it would be a good practice to deliver questions in candidate’s native languages for broad coverage of talent.
- Adopt a Video interviewing tool that delivers AI scoring: AI scoring will help you to automate and make scientific hiring decisions. But, you must clearly establish the competencies that should be AI-scored. And, ensure that pre-baked AI models offered by the video interview platform have been built using diverse data sets and with adverse impact analysis. This helps to make sure that AI scores are bias-free. If the video interview software does not support required competencies, opt for custom built models.
- Use scientific and objective evaluation criteria: Define evaluation parameters either at question or aggregate level while configuring the interview to maintain a fair and objective evaluation process. This also ensures consistency across recruiters and reduces any chance of bias creeping in the decision making. Manual evaluation along with AI scores will ensure you never miss good talent.
- Keep documenting your observations: Just like a face-to-face interview, keep adding point-in-time notes at any stage of the interview. With video interview software, you can easily go back and refer to these notes whenever required. Now, you no longer need to worry about misplacing hand-written notes.
- Collaborate to take informed hiring decisions: Especially in today’s time when teams are working from home, it is very important that you can seamlessly communicate and collaborate with other hiring managers. With a video interview tool, you can easily share the interview recording, your notes and feedback with them and then, collaboratively take faster hiring decision.
The right kind of video interviewing software can easily enable a fast-paced human-like experience akin to a face-to-face interview, while silently working in the background to assist you in hiring the best talent remotely. Aspiring Minds’ Autoview and SmartMeet, combined with best recruitment practices will definitely prove to be a great investment for building the right kind of teams, especially right now.