7 Pre-Recorded Video Interview Tips Recruiters Should Know
February 27, 2023
The outbreak of COVID-19 came as a huge shock to the whole world. It affected how we communicate with ourselves, relate with individuals, and even how we were going about our business.
With physical distancing measures in place, recruiters had to find new ways of evaluating job candidates without meeting them in person. One of the easier methods to go about this is pre-recorded video interviews.
Why are pre-recorded video interviews so important? Well, it helps recruiters save costs and time as interviews can be scheduled anytime without having to wait for the interviewer and the applicant to be available at the same time.
So, if you are a recruiter who is on the lookout for tips on how to best manage pre-recorded video interviews, here are 7 pre-recorded interview tips pointers you should bear in mind.
What is a Pre-Recorded Interview?
A pre-recorded video interview is an automated, asynchronous type of job interviewing. This means that the recruiter records and sends questions to a candidate in advance, who then records their answers on their own time.
The recruiters or hiring managers can review the responses at their convenience, allowing them to fit interview scheduling around their other commitments. This approach provides greater flexibility and control over the content of the interview and can allow for more in-depth and thoughtful responses from the candidates.
The Current Boom on Pre-recorded Video Interviews
Over the past few years, the world has witnessed a significant surge in the popularity of pre-recorded video interviews. This trend has been fueled by the increased adoption of remote work practices as well as the need for companies to streamline their hiring processes.
According to a recent survey done by Owl Labs, 60% of recruiters are using video interviews, 69% are now working remotely, and 31% are now working on-site. This dramatic change in recruitment habits is due to the many advantages that come with video interviews, for example, offering flexibility and convenience for both employers and applicants.
Furthermore, pre-recorded video interviews can be reviewed by multiple members of the hiring team, allowing for a more collaborative and objective evaluation process. This can lead to better hiring decisions and more successful placements.
Pre-recorded video interviews also possess the ability to reduce bias in the hiring process. By standardizing the interview questions and evaluation criteria, companies can ensure that all candidates are evaluated fairly and objectively.
Overall, the current boom in pre-recorded video interviews is a reflection of the changing nature of work and the increasing adoption of technology in the hiring process. As more companies recognize the benefits of this approach, pre-recorded video interviews are likely to become an even more popular form of job interviewing.
So, if you are a recruiter who is on the lookout for tips on how to best manage pre-recorded video interviews, here are 7 pointers you should bear in mind.
7 Tips For Pre-Recorded Video Interviews
1. Train the Candidates to Help Them Prepare
Training the candidates to prepare them for pre-recorded video interviews is an important step in making sure a job candidate feels confident and informed when it’s time for their interview. Without prior guidance, there can be multiple areas of confusion, either from technical difficulties to understanding how to present themselves on camera correctly.
But with the right training and instruction, candidates will be able to get past these obstacles and problems and defend their qualifications in a clear and accurate way. Not only will this help them appear prepared, but it can also set appropriate expectations for the interviewer about the calibre of candidates they’re dealing with and give potential employees the edge they need to effectively compete with other qualified candidates.
Here are some of how to help the candidates prepare:
- Let the candidates know what kind of questions you will ask can be helpful, as well as the time limit for the questions
- It’s a good idea to suggest that they practice their interview answers in front of a friend or family member to ensure they feel comfortable with their delivery on video
- It's also important to remind them to wear professional attire and find an area free from distractions where they can take the interview uninterrupted.
- Setting up adequate lighting and sound quality are also key items to tell them since those are important pieces that would enable recruiters to gain insights into each candidate's responses easily.
- Lastly, make sure they choose a strong internet connection since having an unstable connection could impact their performance during such virtual interviews.
Providing these pieces of information to the candidates ahead of time can help them prepare and make the most out of their pre-recorded video interviews.
2. Add a Branding or Introduction Video
It is important to include a branding or introduction video when conducting pre-recorded interviews. This will help set the tone for the interview and make your candidate feel more relaxed and comfortable. In this video, it is important to include:
- An overview of the company (e.g., mission and values)
- A description of the job position
- A brief introduction of yourself and the team you are interviewing with
- Information about how to reach out if they have any questions
By including this information in your introduction video, you can help ensure that your candidates have all of the necessary information they need to make an informed decision. Additionally, it will help to make the interview process more personal and create a positive candidate experience.
3. Include 3-5 Video Questions
When conducting pre-recorded video interviews, it's important for hiring managers to ask engaging and informative questions that will help them assess the candidate's skills and suitability for the role.
Here are some tips to consider when including video questions in a pre-recorded interview:
Keep it brief: Avoid asking lengthy questions that could confuse or overwhelm the candidate. Instead, keep the questions short and to the point.
Use a mix of question types: Include a mix of behavioral, technical, and situational questions that are relevant to the role. This will help you get a more complete understanding of the candidate's abilities and work style.
Focus on the most important criteria: Prioritize the most important criteria for the role and tailor your questions to assess those specific skills or qualities.
Be clear and specific: Make sure the questions are clear and specific, so the candidate knows exactly what is being asked. Provide context for the questions so that the candidate can answer effectively.
Allow for some flexibility: Consider allowing the candidate to re-record their answers to the questions to ensure they are comfortable and have the opportunity to present their best selves.
4. Set Knockout Questions
The knockout question is one of the most important elements of pre-recorded video interviews.
These types of questions help recruiters quickly identify candidates who are not a good fit for the role.
Also, these questions are designed to filter out candidates who do not meet specific qualifications, experience, or other requirements for the role.
Here are some tips for setting a knockout question for a pre-recorded video interview:
- Identify a specific requirement for the role that is non-negotiable. For example, if the role requires a certain level of experience, you might set a knockout question that asks candidates to describe their experience in that area.
- Choose a question that will quickly and effectively identify candidates who do not meet the specific requirement. The question should be straightforward and easy to answer for candidates who have the necessary qualifications.
- Make it clear that the knockout question is a mandatory part of the interview process, and that candidates who do not meet the specific requirement will not be considered for the role.
Here are some examples of knockout questions for a pre-recorded video interview:
Do you have a driver's license?
Do you need sponsorship for a visa?
5. Incorporate Different Elements to Diversify the Basic Q&A Format
When conducting pre-recorded video interviews, it's ideal to keep the candidate engaged and interested in the process. Keeping them engaged will help you get to know the candidate better and can provide a more meaningful interview experience.
Consider adding the following elements to add diversity to your pre-recorded video interviews:
Video Prompts: Ask candidates to submit videos responding to a prompt related to the role or the company’s values or culture.
Voice Recordings: Have candidates record their answers to questions as voice recordings. This can be a great way to assess the candidate’s communication skills and confidence in their responses.
Written Questions: Ask short essay-style questions that allow candidates to express themselves more fully than they could with a traditional Q&A format.
PDFs: You should also consider asking candidates to submit PDFs that provide additional information, such as a project portfolio or list of certifications.
Incorporating different elements into a pre-recorded video interview can help diversify the basic Q&A format and provide a more engaging experience for candidates.
6. Send Invitation Emails to Candidates
The recruitment process can be a time-consuming task for recruiters, but it is essential to get the candidates to participate in pre-recorded video interviews. To make the process easier, you can use video conferencing tools like email templates and interview invitation systems to invite the right candidates quickly and efficiently.
Email templates allow recruiters to customize and send out bulk emails to candidates. This will help save time and ensure that each candidate receives all of the necessary information about the interview process.
Video conferencing tools provide a more streamlined approach to pre-recorded video interviews, allowing recruiters to easily schedule and manage their virtual interviews. These platforms also enable team collaboration in the recruitment process and help organize the pre-recorded video interviews.
7. Set Up Mock Questions and Equipment Testing
Mock questions and equipment testing can help make the pre-recorded video interview process smoother and more comfortable for candidates. By providing mock questions, you can give the candidate a chance to practice their responses in an environment where they are comfortable. This will give them confidence in their answers before they participate in the actual interview.
Here are some tips for setting up mock questions and equipment testing to make candidates more comfortable:
Test the equipment: Make sure that the candidate's equipment, such as their camera and microphone, is working properly. A quick equipment test can help ensure that there are no technical issues that could cause delays or disruptions during the interview.
Provide clear instructions: Be sure to provide clear instructions on how to navigate the video interview platform and how to record and submit their responses. This can help candidates feel more confident in their ability to complete the interview successfully.
Set up mock questions: Provide candidates with a set of mock questions that are similar in tone and structure to the actual interview questions. This can help them practice their responses and prepare for the real interview.
Provide feedback: After the mock session, provide the candidate with feedback on their responses and any technical issues that may have arisen. This can help them make any necessary adjustments before the actual interview.
Setting up mock questions and equipment testing can help make candidates more comfortable and prepared for the pre-recorded video interview process. It can also ensure that the interview process runs smoothly and efficiently for both the recruiter and the candidate.
8. Use Video Interviewing Software
Video interviewing software can help recruiters conduct more effective pre-recorded video interviews. This type of software allows recruiters to easily record and send questions, as well as review candidates' responses.
Most video interviewing software also provides features such as automated scoring systems and the ability to compare multiple candidates' responses side by side. These tools can help recruiters save time and make more informed hiring decisions.
Those are the pre-recorded interview tips every recruiter should be aware of in order to ensure a successful virtual job interview.
How Long Should a Pre-Recorded Video Interview Be?
The pre-recorded video interview should last 15-20 minutes. This is enough time for the interviewer and interviewee to ask questions and provide meaningful answers while still making sure the whole process stays efficient.
The length of a pre-recorded video interview can also depend on the number of questions you need to ask, if you have multiple candidates, or if there is any additional material that needs to be reviewed.
With a little bit of preparation and understanding, recruiters can utilize pre-recorded video interviews to enhance their hiring process. These tips for pre-recorded video interviews are designed to give recruiters the edge they need to guide a successful video interview journey. Now is the time to leverage your recruitment strategy with video interviews and create an engaging potential employee experience. With these tips on how to prepare for a pre-recorded video interview in mind, you’re ready to streamline your interviewing process and attract top talent, while creating an exceptional candidate experience all at the same time!
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 the 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 today.
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