7 Tips to improve your Recruiting with Video Conferencing | RecruitBPM

7 Tips to improve your Recruiting with Video Conferencing

Those days are long gone when the employers always preferred to have face-to-face interviews and meeting with the potential candidates. A majority of the organizations have been identifying the scope of video conferencing in relation to active recruiting. As stated in a study, 66% of the candidates favor video conferencing to be used for their interviews. There can be several factors adding to this trend, for instance, video conferencing enables the employers as well as the applicants to save the travel expenditures, candidates may feel more relaxed while interacting through a video, and the geographical setting may not influence the hiring process. There are many applicant tracking systems which have their own video interviewing functionality to facilitate the hiring process.

Taking into account the increasing trend of recruiting by video conferencing, it is only logical to explore the methods that can make it credible for evaluating the candidates. Have a look at the following effective tips to make most of the video conferencing during your recruiting process.

Let the Candidates make Video Resumes

Along with the video interviews, the employers can persuade the applicants to develop a video resume comprising the details of their experiences. This enables the hiring managers to identify and become familiar with the potential candidate’s communication skills, creative skills, and way of talking about themselves. With the help of a video resume, it becomes easy for the managers to evaluate what the applicants consider as the most crucial aspects of their professional background, and the recruiters can check out why the applicants preferred to discuss the particular professional experience.

Enable Easy Document Sharing

Instead of shuffling through hundreds of thousands of papers or documents, the managers can motivate the candidates for sharing the digital copies of their CVs, cover letters or preliminary projects. Through this step, it can become much simpler to develop an internal digital profile for the applicants if they are enabled to share their documents through video conferencing software. There are many options available in the marketplace, for example, Skype and GoToMeeting etc. which let the participants share documents during a video conferencing session.

Prescreen the Candidates

Even if your organization favors having face-to-face interviews with the applicants, you can remarkably modify and curtail the quantity of the candidates you have considered (along with saving both time and money in the process) by utilizing video to prescreen them. Rather than arranging more or less 30 minutes or an hour to have an in-person interview, it is better to switch to a video call of 10-15 minutes to evaluate whether the candidate is all good to move onto the next step. This also makes sure that you spend your time and efforts only on the candidates you consider to be the right fit for an open position.

Interview only one Candidate at a Time

Usually, it is a more attractive idea to a majority of employers to organize group interviews, but in the case of video interviews, it is more logical to arrange it for one candidate at a time. Due to the limitations of video conferencing, it can be a difficult challenge to include more than one candidate in the interview at a time. As to including multiple persons in a video call can negatively affect the connection, produce low-quality video, and can also make it hard for the candidates to understand when questions are asked from them. It is simpler for everyone to keep the video interviews to one candidate.

Select a solution that is easily accessible for the applicants for Interview

Before proceeding to the interview, many video conferencing options need the users to download and install the software onto their computers. Such circumstances can disturb the flow of the meeting and cut down the time of discussion. There are two options for the managers to deal with such issues. First, the candidates must be notified before time to download any software they needed to participate through. Second, they can choose a tool with no downloading requirements but let the applicants jump right into the video conferencing utilizing a web browser.

Recommend a Video Presentation

Comparable to the video resume, video conferencing is useful in understanding how the applicants interact or give details regarding their experience. Facilities like screen and document sharing are helpful in letting the applicants showcase their experience through video presentations or sharing the results of a prescreen project. This activity let the managers ask more focused questions regarding a candidate’s previous job experience, and gives the applicants an opportunity to be impressive for the managers.

Interview Recording for Later Viewing

It’s often difficult to get a hold of all refined and crucial details of a candidate in the first-time video interview. Therefore, it is one of the best practices to get the video interviews recorded, which let the managers and employers go back and check out the body language of the applicants, reconsider their replies, and even ask for the opinions of other colleagues in the company who were not available during the interview. There is a possibility that you might have missed out an important point which could lead you to the right candidate for the job.

Final Thoughts

Not a decade ago, it might have appeared absurd and impossible idea of using video conferencing as a feasible interview tool for recruiting. Nonetheless, with the usage of advanced technologies by recruiting software and applicant tracking systems has changed the attitudes toward using video conferencing as it is one of the most suitable ways to engage the applicants and evaluate their skills for an open position. Undeniably, face-to-face interviewing has its importance, but there is no harm in using video conferencing when possible.

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