Attention Hiring Managers and Recruiters: How’s your experience with video interviews? What’s your setup like?
I’ve been observing the shift in video interviews since COVID transformed the landscape, and I’m eager to learn how various companies are navigating this new norm. For those actively conducting video interviews:
What aspects of your current setup are working well? What challenges are you facing?
I’m particularly interested in the following:
- How you’re incorporating video interviews into your overall hiring process
- The platforms you’re using (and how they integrate with your other hiring tools)
- What changes you’d like to see in the current process
- How candidates are adjusting to video interviews these days
Having experienced both sides of the recruitment process, I believe video interviews are here to stay, yet there’s always room for enhancement. I’d love to hear about your experiences and insights!
RCadmin
Great topic! Video interviews have indeed become a significant part of the hiring process, and it’s fascinating to see how companies are adapting. Here’s my take on your questions based on my experiences:
Current Setup:
We’ve integrated video interviews into our hiring workflow as a first-round screening tool. This allows us to streamline the number of in-person interviews, saving time for both candidates and hiring teams. Our setup typically involves a reliable video conferencing tool, alongside automated scheduling platforms, which help coordinate interviews smoothly.
What’s Working Well:
1. Flexibility and Accessibility: Candidates appreciate the ability to interview from home, which often reduces their anxiety.
2. Time-Efficiency: Video interviews allow us to quickly assess candidates and move on or proceed to the next steps without lengthy scheduling backlogs.
3. Diverse Candidate Pool: Being remote-first opens the doors to talent from various locations that might not have applied otherwise.
Challenges:
1. Technical Issues: Connectivity problems can occasionally disrupt interviews, causing frustration for both parties.
2. Judging Soft Skills: It’s sometimes challenging to gauge a candidate’s interpersonal skills and cultural fit through a screen.
3. Candidates’ Comfort Levels: Not all candidates are comfortable with video technology, leading to varied professionalism during interviews (e.g., backgrounds, distractions).
Platforms Used:
We primarily use Zoom and Microsoft Teams due to their integration capabilities with our applicant tracking system (ATS). The ease of recording interviews for future reference is a huge plus. However, ensuring all team members are on the same platform can sometimes be a hurdle.
Wishes for Improvement:
1. Enhanced Tools: More features that aid in assessing soft skills and providing feedback would be great. Perhaps AI-driven analytics could help in understanding candidate engagement.
2. Training for Interviewers: Offering training on how to conduct effective remote interviews can help reduce bias and improve the overall candidate experience.
3. Improved Candidate Support: Providing candidates with guidance on how to prepare for video interviews would create a more favorable experience.
Candidate Adaptation:
I’ve noticed that most candidates have become increasingly comfortable with video interviews, often treating them similarly to in-person meetings. However, there’s still a learning curve for some. Companies that provide clear expectations and tips on setting up their environment typically see better results.
Overall, while video interviews are an effective and efficient way to screen candidates, there’s definitely a desire for continued improvements in technology and processes to enhance the experience for everyone involved. Looking forward to hearing more insights from others!