What is a Video Screening Interview
A video Interview or a video screening interview is an interview arrangement conducted remotely in a virtual setting using technology to communicate between the two parties. They are cost-effective both for the candidate and the company.
The interviews are designed to conduct video screening of candidates, which is far superior to simply looking at a CV since it lets the candidates’ personalities and communication skills shine. These are especially effective in assessing individuals for occupations in which excellent communication skills or the capacity to create rapport are essential.
HR professionals planning to use video interviews in their recruitment process should equip themselves with video interview software and essential equipment. A computer’s built-in microphone, camera, and speakers are typically sufficient. Selecting a suitable location for conducting video interviews is crucial, preferably a quiet room free from distractions.
Additionally, it’s beneficial to develop a straightforward guide on setting up a video interview, including basic technical steps and tips, to be shared with candidates and interviewers.
Types Of Video Screening
Video interviews primarily come in two forms: one-way and two-way interviews. There’s also a related sub-category known as the video resume or application. While not an interview in the traditional sense, it is a form of video-based assessment. Let’s delve deeper into these various types of video interviews.
Two-way Video Interview
The two-way video interview, often called a live or synchronous video interview, is the most prevalent form of video interviewing. In this format, the candidate and the interviewer join the same video call and conduct the interview simultaneously, enabling real-time interaction regardless of location.
One-way Video Screening Interview
A one-way video interview involves candidates recording responses to pre-set questions without a live interviewer present. This format allows candidates to submit their interviews conveniently and interviewers to review the recordings later. It’s particularly useful for initial screening, offering flexibility for both parties and enabling a more efficient review process for the hiring team.
In this video assessment approach, candidates must provide a brief introduction for screening purposes. Similar to pre-recorded interviews, employers prompt candidates to respond to a specific question or demonstrate their skills within a concise video, typically lasting one to two minutes.
Advantages of Video Screening Interview
Companies conduct video interviews to streamline the hiring process Let’s see in more detail how video interviews can help you improve your hiring process-
- Reducing Time to Hire: Video interviews, either live or recorded, save significant time by eliminating the need for in-person greetings, coffee breaks, and post-interview formalities. Conducting multiple interviews from one’s desk speeds up the hiring process, particularly for large-scale recruitment efforts. Video interviews are also crucial during situations like the COVID-19 crisis, offering a viable alternative to face-to-face meetings.
- Cost-Effective Hiring: Quicker hiring processes translate into cost savings by reducing the time a position remains vacant. Screening candidates through video interviews allows for faster progression to subsequent hiring stages, saving money in the long term.
- Streamlining Candidate Screening: Video interview software enables automated screening, which is especially useful for multiple openings or secondary hiring tasks. This automation allows for a more focused allocation of resources to crucial stages of the hiring process.
- Reducing Bias: Video interviews, particularly one-way formats, help minimize biases by standardizing questions and focusing on candidates’ responses rather than unrelated small talk.
- Team Collaboration in Hiring: Recorded interviews allow the entire hiring team to access, review, and discuss candidate performances, leading to more informed and unified hiring decisions.
- Enhancing Hiring Quality: Video interviews add depth to the screening process, enabling early identification of potential issues or strengths, thus improving the overall quality of hires and reducing the likelihood of costly hiring mistakes.
- Global Talent Access: Video interviews break geographical barriers, including remote or relocating candidates and accommodating different time zones, expanding the talent pool.
- Improving Candidate Experience: One-way video interviews offer candidates preparation time, reducing stress and enabling them to present their best selves and have a better candidate experience, ultimately leading to more objective assessments by hiring managers.
How to Use Video Screening Interview for Hiring
Video screening interviews can bridge geographic constraints, reduce costs, and speed up the interview process. Though video interviews are convenient, certain things must be kept in mind to smooth the process. Let’s discuss some of them:
Plan the Process
It is crucial to plan the video interview to avoid any glitches on the execution day. Every virtual task is subject to uncertainties, but it could be reduced to an acceptable level when carried out with proper planning and strategy.
Specific profiles require you to submit additional work samples or complete an assignment. Several steps must often be completed before successfully conducting a video screening interview. All the details must be communicated to the candidates on time to show the interview process properly.
Testing Interviewing Equipment
A video interview relies on various factors like internet connection, software, and audio. Things can go wrong and derail the interview if any of the elements work differently than they are intended to. It is essential to check the speaker, webcam, and internet connection before the interview to ensure a smooth interview process.
The company must provide all the information before video screening the candidates before the interview to test out the software themselves. One can go the extra mile and conduct a few mock sessions with team members to ensure everyone knows how to set up a meeting, mute themselves, and share the screen during an interview.
Craft Relevant Questions
Conducting a video interview also includes preparing relevant questions and a proper setup. These questions need to be designed to test if the candidate is fit for the applied designation, their character, and whether they can fulfill the company’s expectations. They should be linked with the candidate’s resume, asking about their experiences and expectations.
Scheduling and Notifying Candidates as Early as Possible
A candidate is already nervous while appearing for a video screening interview. Nobody likes last-minute confusion about rules and regulations to be followed for an interview. It is vital to keep the candidates well updated in advance so they can get enough time to prepare for the video job interview. The candidate should be informed about all the essential rules and regulations to be followed on the video interview much before the interview to make them adequately prepared. It is advised to update the candidates at least three days before their scheduled date to ensure everything is clear.
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Choose a Decent, Well-lit interviewing space
The conversation is best executed when there is eye contact between the two parties. It helps engage more and gives an in-person feeling to a video interview. Interviewing in a room with proper lighting and no disturbance makes a huge difference. It not only leaves a professional impression but also ensures a better conversation.
Use Pre-recorded Video Interview
Pre-recorded interviews are typically used to rapidly and effectively screen many job applications and serve as a pre-screening step before inviting prospects to an in-person interview. Candidates who accept an invitation to participate in a pre-recorded interview might expect the hiring manager to see their video immediately. Pre-recorded interviews have several advantages. Pre-recorded interviews are unplanned and can be conducted whenever it is most convenient for the candidate, unlike in-person or video job interviews.
As with all interview styles, individuals who take the time to conduct their research will ultimately benefit. The pre-recorded interview questions should be answered like any other interview question. In addition to demonstrating their familiarity with the business and sector, they should tie their talents to the ideal job description. Candidates should plan ahead and take advantage of the chance to highlight their background, interests, and personality.
Set up the Feedback Process
When the entire process of the video job interview is executed correctly, the next step will be to provide feedback to the candidates. Giving feedback is as important as the interview itself.
Providing feedback conveys to the candidate that the company is concerned about them and values them. It increases their association with the organization they are about to join. Similarly, one should provide input on how to work on their shortcomings and perform better in the future.
Tips to Remember while Conducting Video Interviews
When it’s time to begin the discussion, follow these tips to guarantee that your video interview is conducted in a professional and effective manner.
- Mind Your Body Language: Approach video interviews as you would in-person ones. Your nonverbal communication and tone of voice are key. Maintain eye contact, sit upright, nod to show engagement, and remember to smile.
- Dress Professionally: Despite working remotely, dress as you would in the office to convey professionalism and give candidates a sense of your company culture.
- Showcase Company Culture: Since candidates can’t physically experience your workplace, actively share your company’s values, mission, and anecdotes about team dynamics during the interview.
- Be Empathetic and Understanding: Minimize distractions and show understanding for any interruptions that may occur on either end.
- Maintain Consistent Questioning: Ask the same questions to all candidates for fairness and to make comparative evaluations easier.
- Develop a Contingency Plan: Have alternative interview methods ready in case of technical issues, such as phone calls or rescheduling.
- Eliminate Distractions: Silence your phone and disable notification sounds to avoid interruptions and show respect for the candidate’s time.
- Log In Early: Join the video interview a few minutes before schedule to be punctual and assure candidates of meeting details.
Conduct Video Interviews with Oorwin
Managing volume hiring and recruitment can be tedious for an organization. That is where Oorwin, an AI-enabled platform with 100+ integrations, comes into the picture. Oorwin has in-built video interview screening applications such as Jobma, Zoom, Otomeyt, and others, ensuring a smooth and efficient candidate screening journey.
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Frequently Asked Questions
What does video screening mean?
A video screening interview helps candidates to demonstrate their qualifications in a virtual setting, which allows interviewers to assess them. It is just a tiny portion of the overall pre-employment screening procedure.
What are the two types of virtual interviews?
The two types of virtual interviews are live and pre-recorded. The live ones are the most preferred as they are the best alternative to the in-person interviews.
How can video interviews improve hiring?
The in-person interviews get hectic and unorganized sometimes due to the number of applicants. Video interviews eliminate this confusion as each shortlisted candidate is given a pre-decided time slot. It leads to better execution.
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