How Video Assessment Interviews Help You Assess Soft Skills

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The pressure is high when you have to assess candidates for soft skills through video assessment interviews in today’s competitive job market.

Technical skills asides, soft skills are also important in a work environment. Candidates that possess soft skills are better communicators, work smoothly with others, and manage their time efficiently.

Compared to candidates without these essential soft skills, candidates that have them will add greater value to your company.

What Are Video Assessment Interviews?

a recruiter conducting video assessment interviews

Video assessment interviews are a very popular method of screening candidates. This method allows candidates to record their responses to the interview questions given to them at their own time and convenience. The method is far more fitting for candidates and also allows recruiters to gauge soft skills in an easier way.

Soft skills are an important part of every candidate’s evaluation and have an impact on the future of your company.

So without further ado, let’s find out how video assessment interviews help in gauging your candidates’ soft skills.

Asking The Right Interview Questions

video softwaring helping recruiters make video assessment interviews

The first thing to do is to evaluate your candidates objectively and that can be done by preparing the right questions in advance to assess soft skills. For example, you are looking to hire a business development representative. The soft skill that is crucial here is communication. After all, you need a client that can communicate with your clients at any given moment and under any circumstances. Ask the following video assessment interview questions to unravel their soft skills:

  • Describe a time when you faced a conflict with a client and how you addressed it.
  • How would you calm an irritated and frustrated client?
  • How do you explain new topics to coworkers unfamiliar with them?
  • Describe a situation where results went against expectations. How did you adapt to this change?

You can also incorporate hypothetical scenarios to assess the candidate’s soft skills further. These scenarios will also allow you to probe for insensitive behavioural insights. When drafting your interview questions, be sure to add

If you’re presenting a few ideas during a meeting and your client seems disengaged, what would you do to get their attention?

But how does a video assessment interview assess these soft skills for you? It’s simple.

By conducting the assessment interview through our video interviewing software, EVA-SSESS, you can gauge a candidate’s soft skills and true potential through a model answer feature.

Think of the model answer as a benchmark for the recruiter. When a recruiter is drafting the interview questions, they can add a model answer for each question. In simple words, it’s the best answer that they wish to hear from the candidate.

EVA-SSESS then compares your answer to the candidates’ answer and generates a relevancy percentage. This percentage identifies how close and relevant the candidate’s answer is to your model answer. If a question got a relevancy percentage of 86%, you’ll know that the candidate nailed that question and has the soft skills that you’re looking for!

Utilizing Scientifically-validated Personality Reports

recruiter using video assessment interviews for small business

Candidates are always on their best behaviour when first connecting with a recruiter. So much so that they answer questions the way they think recruiters want to hear them. But after the candidate is hired, you start to see their actual personality emerge.

Since the current video assessment interviews are user-friendly, engaging and quick to complete- they are used earlier in the recruiting process to do the heavy lifting when screening candidates. And they usually, always have a personality test in the end.

If you are conducting a video assessment interview through EVA-SSESS, it will ask candidates to complete a short personality test after they have recorded their video answers.

Afterwards, a Five-Factor Model report will be generated for each candidate, which helps recruiters reveal more about the candidate through the following five traits: conscientiousness, agreeableness, extraversion, openness, and emotional stability.

Recruiters can also tap into the candidate’s learning and communication style, performance in sales, programming aptitude, and the way they deal with clients.

So if a sales representative candidate has a high score in agreeableness, they most likely won’t do great in outside sales because they’ll be too empathetic with clients and lack the necessary closing abilities.

But if a candidate scores high in conscientiousness, they are perfect for an outside sales representative because this trait means that the candidate is hard-working, organized, and dependable. In fact, conscientiousness is the most highly correlated trait with sales performance.

Get The Whole Team Involved For A Collaborated Approach

As with any other department in the company, getting input and feedback from the rest of the hiring team helps you assess soft skills and hire the right person for the job.

Think of it this way: Your team is aware of the day-to-day tasks of the job like the back of their hand. This allows them to seamlessly assess the soft skills required for the job. But if you lack the right means, resources, or technology – team collaboration can sink.

In-person interviews don’t allow recruiters to involve their team members and get their feedback on the candidates. In fact, in-person interviews make it even tougher.

But team collaboration is very important because if left to one recruiter, determining cultural fit or soft skills can be a hit or miss. On the other hand, team collaboration allows everyone to work together meaning unconscious biases will cease to appear, and more perspectives will be taken into consideration.

The great news is that video assessment interviews make all of this easier!

Concluding Thoughts

Successful video assessment interviews have far greater characteristics when compared to a regular job interview. Preparing a bit more, conducting a more in-depth conversation and introducing the organisation in detail can be equally effective ways of assessing a person’s soft skills and whether they fit in with the corporate culture and the job.

EVA-SSESS is a next-generation video interviewing software that enables businesses to pinpoint top talent and build diverse workforces fast. It uses modern science and AI to help you identify top performers in a fraction of time – through unbiased, reliable, and secure video assessment interviews that save more than 90% of your time. 250+ companies across the world rely on EVA-SSESS to build customizable assessments, get scientifically-validated personality reports, detect ideal keywords, rank applicants, filter out correct answers, eliminate guesswork, and easily assess the skills that are tough to measure.

Request a free demo and see how EVA-SSESS makes video assessment interviews the favourite part of your job!

Identify top talent faster

Scaling up? Assessing remotely? Keep your pipeline moving with video assessment interviews, a premium and advanced one-way screening tool from Elevatus.
Request demo

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