What Questions Are Usually Asked And How To Get Ready For A Video Interview

Questions are related to the job, the function, and the seniority level, as they are in all interviews. They are also related to the hiring process. First-round interviews, for example, typically cover basic topics such as responsiveness and salary expectations. In contrast, later-stage interviews may address career objectives and projects that applicants will manage if hired.

In video interviews, the same rules apply. If you're using video calls as a screening tool instead of phone screens early in the hiring process, here are some familiar video interview questions to ask:

• What drew you to the job advertisement? What prompted you to apply?
• Please list two skills you have gained through previous employment experiences that will benefit this role.
• What compelled you to keep pursuing this path?
• What is your background with XYZ software?
• Describe a recent work challenge and how you overcame it in a few sentences.
• What is your ideal working environment?
• Do you prefer working in groups or alone? Why?

If you use video interviews later in the hiring process, include role-specific questions as well as questions that will assist you in determining whether candidates are a perfect match for your company culture.

 

How to get ready for a video interview

In addition to having the necessary video equipment (camera, microphone, software, etc.), interviewers must ensure that video calls run as smoothly as possible. Here are some pointers to help you prepare for a video interview with applicants:

 

When conducting one-way video interviews

• Before sending invitations to candidates, test the audio and submission of videos yourself. Learn about your functionality (for example, is there a time limit within which applicants can answer a question? Can applicants record as many takes as they desire before submitting their final work?) and tailor your inquiries accordingly.
• Determine how you will distribute your questions to applicants. Do you want them written down so they can start preparing themselves? Do you want them to acquire knowledge of the questionnaire as soon as they sign in so you can test their creative thinking and quick thinking? Or would you prefer to send them a video so they can "meet" you as well?
• Send an email to candidates with detailed but simple instructions. Alternatively, consider contacting them to describe the situation in detail the procedure. In any case, ensure applicants understand what is expected of them and where they can get help with the video platform. This way, you can personalise the candidate experience.

 

To conduct two-way video interviews:

• Test your camera, recording device, and speakers right before each call. Even if you've used them before, unexpected issues can occur anytime. It's a good idea to keep the candidate's contact information on hand in case of a delay.
• Choose a room with few distractions. Good lighting, privacy, and a clean background are also required. Make sure to turn off any computer notifications (e.g., email, Slack) so you can concentrate on your interview.
• Remember that video interviews can be nerve-wracking for applicants because they speak to a screen. Keeping eye contact and demonstrating that they have your complete attention will make them feel more at ease. For example, if you're creating video calls on your phone, it may appear that you're rushing. Furthermore, the screen is unstable when you hold your phone and may distract candidates.

 

What are some of the drawbacks of video interviews, and how to avoid them?

While video interviews can help your recruiting process, you should be aware of the following risks.

 

Due to technical difficulties, the evaluation was poor

Something could always go wrong, no matter how well you and the candidate are prepared (e.g. poor connection or a temporary camera malfunction.) These technical problems can stymie the conversation's pace and make candidates nervous.

 

Lack of human interaction

This is especially true for recorded interviews. Many people are anxious when speaking to others, especially if they do not know them, let alone speaking into a machine. One-way interviews may feel less humane because candidates may never have the opportunity to talk with someone from your organisation (if they do not pass this first hiring stage), and hiring managers need to have the chance to answer applicant questions and highlight the company.

While recorded video interviews are an efficient and quick way to screen candidates, don't let this be your only communication with them. Instead of a generic 'noreply@company.com' address, send insightful and individual emails to rejected applicants from a participant of the hiring team. Applicants will know that their application was reviewed by a human rather than an automated system.

Regardless, video interviews are part of a more significant trend forward into digital recruitment - and for a good reason. Upgraded HR tech configurations and innovative methods are on the way to making the hiring process more objective and efficient.

 

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