Some candidates are being evaluated by a recruiter using video assessment interviews.

Video Assessment Interview

6 Huge Mistakes You are Making When Assessing Candidates Through Video Assessment Interviews

October 5, 2022

Tima Rassool

Tima Rassool

Content Writer

Hiring is hard. It’s even tougher when you’re hiring remotely. You can’t just pop in for a cup of coffee and chat with the candidate in person. Instead, you have to rely on video assessment interviews.

But what if those video assessment interviews are going wrong? What if your company is making a couple of mistakes that are costing you top talent?

Well, our friends, we are here to tell you about six huge mistakes you might be making with video assessment interviews.

Let’s get started without further ado.

Not Asking the Right Questions

Two female recruiters conduct video assessment interviews with a male candidate.

When you’re interviewing a candidate, you want to be sure to ask questions that will give you insight into their ability to do the job. But often, companies will ask general questions that don’t assess specific skills.

For example, instead of asking a candidate how they would handle a difficult customer service issue, they might ask the candidate about a time when they had to deal with a difficult situation.

This question is too general and doesn’t assess the specific skills the candidate would need for the job. Asking specific questions will give you a better idea of whether or not the candidate has the skills to do the job.

Not Giving the Candidate a Chance to Show Their Personality

Four candidates are undergoing video assessment interviews.

In video assessment interviews, it can be easy to focus on the candidate’s technical skills and forget about their personality. But it’s important to remember that you’re hiring a person, not just a skill set.

You want to find someone who will be a good fit for your company culture. Someone who will get along with the team and be a pleasure to work with.

So be sure to ask questions that will give you an idea of the candidate’s personality. You can ask questions like, “What are you passionate about?” or “What do you like to do in your free time?”

By asking questions like these, you’ll get a better sense of who the candidate is as a person and whether or not they’ll be a good fit for your company.

Not Making the Most of Technology

A recruiter evaluating candidates with the right technology

Video assessment interviews don’t have to be boring. Just because you’re not in the same room as the candidate doesn’t mean you can’t have a meaningful conversation.

There are several ways to make the most of technology and create an engaging interview. For example, you can use video conferencing tools to share your screen with the candidate. You can show them presentations or documents you want to discuss.

Making the most of technology will help you create more engaging and productive video assessment interviews.

Not Preparing for Technical Difficulties

A female recruiter is getting ready for video assessment interviews.

Video interviews can be tricky. There’s always the potential for technical difficulties. Technical difficulties can happen, whether it’s a bad internet connection or a problem with the video interviewing software.

And when they do, it’s important to be prepared. Before the interview, make sure you have a backup plan. For example, you can have a phone number for the candidate to call if there are any problems with the video connection.

You can also have a backup plan if the internet connection is bad. For example, you can ask the candidate to send you an email with their answers to your questions. This way, you’ll still be able to get the information that you need, even if there are technical difficulties.

Not Asking If the Candidate Is Well-Versed in the Software

A male recruiter evaluating a well-versed candidate

You want to be sure that the candidate is well-versed in the software you’re using for the video assessment interviews. After all, if they can’t use the software, they won’t be able to do the job.

So be sure to ask them about their experience with the software. Find out how long they’ve been using it and what they think of it.

You can also ask them to show you how they would use the software to solve a specific problem. This way, you can see firsthand how well they know the software and whether or not they would be able to do the job.

Overlooking Red Flags

A recruiter noting the red flag during video assessment interviews

When you’re assessing a candidate in a live video interview, it’s important to be on the lookout for red flags. For example, if the candidate seems evasive or unwilling to answer your questions, that’s a red flag.

Other red flags include candidates constantly interrupting you or seeming disinterested in the conversation. These are all signs that the candidate may not be a good fit for the job.

So be sure to pay attention to these red flags and consider them when you’re making your decision.

Wrapping Up

The video assessment interview process is growing in popularity, but it’s important to remember that some common mistakes can still be made. By avoiding these six mistakes, you can ensure that your video assessment interviews are effective and help you pinpoint the best candidates possible.

EVA-SSESS is a next-generation video interviewing software enabling businesses to pinpoint top talent and build diverse workforces quickly. It uses modern science and AI to help employers, and recruiters identify top performers in a fraction of time – through unbiased, reliable, and secure video assessment interviews that save more than 90% of your time. 

Request a free demo today!

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Author

Tima Rassool

Tima Rassool

A wordsmith, storyteller, and content strategist – Tima is an MBA graduate with 6+ years of experience in the world of HR. With over 2,000 blogs under her belt, Tima's expertise and insights have helped businesses across the globe take their recruitment to the next level and stay ahead of the curve.

Turn top talent to employees fast

Hire, assess, onboard and manage top talent for every job. See how Elevatus streamlines everything; from acquire to new hire.

Request a demo