Hiring in a Post Covid19 World: 6 Great Ways to Improve the Video Interviewing Process

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Zip through the screening process faster with our AI-powered video interviewing software, and see how EVA-SSESS can help you identify and secure top talent fast.
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Over a year ago, offices and stores went dark and people were isolated in their homes with an abundant surplus of toilet paper. The world we once knew was no longer the same. But then, overnight, the working world quickly shifted towards a cloud-based ecosystem. And the recruitment process followed suit.
This drove HR departments to leverage video interviewing technology to keep pace with all the technological advancements.

But today, the economy is slowly recovering from the effects of Covid19, and you’re probably wondering how to ramp up your hiring efforts fast.

The truth is, video interviewing is here to stay – even if the pandemic successfully comes to a stop. Simply because it became increasingly popular in recruitment and HR teams managed to hire the best talent through it. They’re loving it.

Hiring top talent post-pandemic won’t be challenging. You just need to make sure your video interviewing process is still efficient and supercharging your hiring efforts.

Not sure how? These fool-proof tips can help.

Focus on asking the right questions

Laptop showing a video assessment

When it comes to finding the right talent for your company, it all comes down to video interviewing to find out who has what it takes and who doesn’t. And all too often this requires asking the right questions.

While these questions shouldn’t revolve around rocket science, they should help you probe further into the candidate’s qualifications. After all, you need to figure out if your awesome-on-paper candidate is awesome in reality too. But beware, you don’t want to ask super tough interview questions that knock candidates off their feet. Nor do you want to ask trivial questions that won’t help you extract the insights you need.

The trick lies in the balance.

Here are a few great questions to consider:

• Tell me about yourself
• Why should we hire you for this position?
• What’s your biggest career accomplishment?
• Talk about a mistake you once made and the lessons you learned from it.
• Where do you see yourself in five years?
• What are your biggest weaknesses?
• How do you evaluate success?

Now, while there’s never enough questions to ask in an interview, you can always hit the nail on the hammer with the right ones. And if you’d like to make your video interviewing process even more efficient, you can try asking these cut-to-the-chase interview questions.

Figure out what new roles will entail

talent acquisition team

Given that new jobs are always rolling into the marketplace and current jobs are changing as well – it’s crucially important to write job descriptions that have up-to-date job requirements. At the end of the day, you don’t want to mislead candidates during the video interviewing process. Where they’ll be half stricken with fear and half stricken with confusion once they discover that the new role has nothing to do with the job description they read a few days ago.

Keep in mind, that the uncertain times drove many organizations to alter their structure and job roles. So before you jump straight into video interviewing candidates post Covid19, take a few minutes to think about what really changed and what the new roles will entail. You have to be fully transparent and honest to truly connect with candidates. Perhaps the new position has added responsibilities or reduced pay. Whichever the case, explore these changes with the team and try to figure out together the new requirements for the role.

Nurture talent now for the future

recruiter adapting to remote recruitment

In today’s competitive hiring environment, video interviewing candidates is more than just vital. Not only because it helps you sail through the screening process with ease – but also because it helps you nurture talent. As a recruiter, employer, or manager you definitely know that finding candidates and turning them into top-performing employees is no walk in the park.

But here’s how video interviewing software makes that easier.

Our video interviewing software, EVA-SSESS, enables you to assess candidates and employees with unbiased video assessment interviews. Where you can get on-point personality insights that help you predict job performance, decide on the proper training, and help employees grow their skills.

Looking to nurture your sales team’s performance? No problem.

Within seconds, our video interviewing software will enable you to track progress and see where your team stands, so you can know what skills need to be developed or enhanced. Allowing you to easily review the outcomes of their efforts, evaluate their delivery pitch, see their ability to handle customer objections, and unravel verbal communication skills. As a manager or CEO, you can use these training videos to observe how your sales team exhibit body language, conciseness, and verbal sales effort.

This will help you seamlessly nurture talent for the future of work, even when your entire team is operating remotely.

Prioritize remote work skills

Remote work is not particularly new. It’s been on the rise for over a decade now. But when Covid19 forced companies to send their employees home, it became everyone’s work status. With this change, came a lasting impact and remote work skills became crucially necessary.
Whether you’re aiming to bring employees back into the office or looking to foster a hybrid work environment – nurturing remote work skills cannot be neglected.

Who knows what will happen next or what other turbulent challenges await us in the near future?

Even if your company isn’t planning to be fully remote forever – there’s a learning curve to working remotely full time. So when video interviewing candidates, try to seek out these skills. It’s the best way to ensure your transition will be seamless and productive.

And if pinpointing such skills is hard, don’t worry. Our video interviewing software can give you a hand with that. Rather than depending on a piece of paper to evaluate candidates, HR departments can alternatively rely on video interviews to get the information they wouldn’t be able to extract from resumes alone.

With EVA-SSESS, recruiters can quickly assess for remote skills by using their model answer as a point of reference. In simple words, the model answer is the answer that the recruiter expects to hear from a candidate during his or her video assessment interview. For example, perhaps the recruiter wishes to hear the candidate say “I thrive in a remote-work environment and I have nurtured and improved my remote work skills in the past year.”

The recruiter can use this answer as a benchmark and also add a model answer for every other assessment question. Then, our video interviewing software will compare the candidate’s answer to the model answer and generate a relevancy percentage. This relevancy percentage dictates how close and relevant the candidate’s answer is to the recruiter’s model answer.

As a result, this can help recruiters zip through the screening process and find the perfect fit in a matter of seconds. Saving more than 80% of their time and making decisions with 95% accuracy. Who knew assessing for remote skills would be this easy?

Reassure the reluctant candidates

HR recruiters wearing professional suits

If you’re looking to incorporate video interviewing permanently into the hiring process, then you’ll need to really learn how all candidates really feel about this technology.

Many candidates love one-way video interviews because they see them as flexible, innovative, and a unique chance to impress the interviewer. But what about the shy and reluctant ones?

A great place to start is by reassuring them. Let them know that video interviews give them the chance to shine beyond their resumes. By virtue of being on-demand, candidates can get to decide when and where to record their video interviews. Even if that place is their backyard or kitchen table. Reassure them that it’s not that different from FaceTiming a friend. The only difference is that it’s a one-way process and won’t take longer than a few minutes. The point is, you want to ease their stress.

Also, make sure you highlight to candidates that with one-way video interviews, they get the chance to rock the interview. For example, unlike in-person assessments, candidates don’t have the luxury to view the interview questions in advance. This means that they need to come up with clever answers on spot, which might leave them feeling nervous and anxious beforehand. The great news is though, with one-way video interviewing, candidates have the chance to view and prepare for the assessment questions in advance. For instance, decision-makers can allocate a certain amount of time for candidates to view and prepare their responses before clicking on the Record button. This gives them some time to devise their answers and boot down their stress.

Integrate video interviews with a personality test

Remote recruitment process

Now that we’ve successfully established how video interviewing is a lucrative add-on to the recruitment process, it’s time to explore another incredible add-on: such as personality assessments.

It’s quite obvious that recruiters need objective and insightful information to assess candidates thoroughly. And sometimes all you need are personality insights that add great value to the initial screening process.

Let us know if this sounds a bit familiar. Did you ever hire a candidate only to discover a few days, weeks, or months later that this candidate is not the same candidate who wowed you in the interview process?

Even though they got it all right. The in-person assessment went great. Their CV was spotless. They nailed all the questions without a single stutter. So what went wrong?

Having a well-written CV and boasting confidence is no longer enough in recruitment. Recruiters need to predict future job success and behavioral tendencies with personality tests. Which is something that candidates can’t really swerve their way around and exaggerate their results.

With video interviewing software like EVA-SSESS, recruiters can automate video assessment interviews and get data-driven insights that don’t leave room for bias. Where HR departments can get game-changing personality insights all the way from the other side of the lens.

For instance, EVA-SSESS generates an AI psychometric report after each video interview. This report is backed by modern science and AI. These Five-Factor Model reports reveal valuable insights into the candidate’s personality through the following five traits: agreeableness, consciousness, openness, extraversion, and emotional stability. They also reveal more about the candidate’s personality, such as their learning and communication style, performance in sales, programming aptitude, and the way they deal with customers. This makes it a very insightful way for recruiters to learn more about the candidates, without even having to meet them in person.

Bringing it all together

Video interviewing candidates gives you the chance to hire world-class talent more efficiently. Most importantly, a well-executed video interviewing process allows you to deliver a stellar candidate experience in a post Covid19 world. Where you can effortlessly showcase your agility and innovation – which are the hallmarks of every company’s success.

Pinpoint and hire the right people faster‏

Zip through the screening process faster with our AI-powered video interviewing software, and see how EVA-SSESS can help you identify and secure top talent fast.
Start conducting video assessments‏

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