Think carefully before you start down the road to a job change. If you can,…
By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
So much of your business life happens via video. No surprise that you would end up doing interviews that way. But is it a good idea to automate that process?
A quick search of “video interviewing software” leads to a page with 113 products. There’s no shortage of options. Whichever one you choose, there are things you can do to get more value from the process.
Limit the number of questions. Don’t attempt an in-depth interview. Use it as a filter to see who gets to the step of a face-to-face (even if on video). Write down ten questions you would like to ask. Then, pick the five you need to ask.
Focus your questions more on skill/experience than fit. If you aren’t going to ask that many questions, make sure you understand capabilities. Language and tone of the answers will give insight into fit.
Rely on behavioral interviewing questions. “Tell me about a time when …” Educate yourself on how to build the questions that are most relevant to the position you’re trying to fill.
Be sensitive to when you use it. The more senior the hire, the more you risk offending your candidate with a request to take this step. Imagine how you would feel if you expressed to someone your interest in sitting down to talk about joining ABC Valuation Firm, only to learn that the price of having that conversation was taking time from your busy schedule to complete an automated video interview. How happy would you be?
There are so many ways that technology lets you work smarter. Automated video interviewing might be one of them. Use it wisely.