Recruiters: How to Sell Your Job Candidates with Video Interviewing

As a search professional I am commonly asked by others in the industry, “How do you use video interviewing in your search assignments?”

Before I get to how, let me tell you why I use video interviewing in my search assignments. webcam and girl  I use it to help the hiring manager and other decision makers save time by not meeting with candidates they would otherwise reject within the first five minutes of meeting them face to face.  Saving my clients’ time and allowing them to make more informed hiring decisions repeatedly makes them happy.  Happy customers keep coming back.

So, how do I sell my candidates using video?

First, I invite the qualified candidates to take a virtual one-way video interview.  There are two versions of the one-way video interview.  The first doesn’t allow the candidates to see the questions in advance and only gives them one chance to answer the questions, much like a face-to-face interview.  The second version gives the candidates the questions in advance, and then allows them to re-do their answers until they are satisfied.  It’s no wonder this version is called “showcase”.  I almost always use the first version.

I set up the interview and send the candidate an invitation by email.  The candidate logs in and on their screen appears a series of questions related to the job to which they are applying.  I have put together the set of questions in advance, often with client input.  The candidate’s webcam and microphone record his or her responses.  I receive an email notifying me once the candidate has completed the video interview.  After reviewing the interview, I decide if I’m going to share it with the hiring manager or not. I can even decide which questions & answers I’d like to present to the client.  The easiest way to share it is to send a link to the candidate’s recorded interview to the hiring manager for review.

I may choose to use the “showcase” style video interview if I have an enthusiastic, personable, and well-qualified candidate who either just isn’t good at interviewing or is thrown off his or her  game by taking an online interview.  I have found that this strategy not only makes my candidates happy but makes me happy as well.   I can now sit down with the hiring manager, review the candidate’s interview and convince them that, although this candidate is bad at interviewing, they are certainly a skilled candidate who is likeable and knows their stuff.

Another option I use to counter the blank “deer in headlights” stare that candidates occasionally present when faced down by a web camera is to conduct a live video interview.  Similar to the one-way interview, the live two-way interview allows me to interview the candidate in real time and record the interview.  Some candidates are just more comfortable interacting with a human and in these instances live video interviewing helps them feel more at ease.

Lastly, as you know, you are on the front lines with the candidates.  You email them, you talk to them and you laugh with them.  You understand better than your client when you have a winner.  Sometimes your client might even be “overly selective”.  One really effective use of video interviewing is to save a candidate who doesn’t quite meet all the strict job requirements set by the employer.  In the past several months we have had two instances where a previously rejected candidate’s chances were revived by video.  In both instances the candidate ended up getting hired!

As you can see, video interviewing has not only enhanced my service offering but also screened in candidates my clients might have missed out on.  That’s why I roll with video interviews!

About Ryder Cullison

Ryder has more than 10 years of experience working with retained search clients as a search professional. As a pioneer of Interview4 he has great knowledge of video interviewing. He writes about all things hiring and looks forward to engaging with his audience on topics of leadership, recruiting, candidate screening, and employee satisfaction. Follow him on Twitter: @hireintelligent and @cullison1
This entry was posted in Candidate Screening, Interviewing, Recruiting, Video, Virtual Interview and tagged , , , , . Bookmark the permalink.

2 comments on “Recruiters: How to Sell Your Job Candidates with Video Interviewing

  1. Cindy Postanco on said:

    What you are saying here it’s a lot like a pre-screening test that weeds out the candidates that have applied for a job within your company. Honestly, I would use what you are explaining here as a second interview, that is more engaging to both parties, but only after you selected the few that you consider to be a good fit for your company.
    Just use automated pre-screening tests, that are less time consuming and less costly, and only then get one on one with the ones that scored the highest.

  2. Ryder on said:

    Cindy, thanks for your comment.
    We too use pre-screening behavioral assessments as well. We don’t recommend video interviewing every candidate, only the ones a hiring manager would want to see based on skills. So we’re talking five to six if you can find them. As you probably know though at least two of those six are going to be eliminated by the hiring manager within 5 minutes of meeting them. Why not save that hiring manager’s time by showing them a video interview in advance that takes only 5 minutes to view. They can quickly make a determination on who to bring in for a face-to-face interview or share it with colleagues? Also video interviewing is less expensive than most pre-employment screening tests and often much less time consuming.

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