How to Shortlist Candidates Faster With Video Assessment Interviews

It’s no secret that the hiring process can be long and drawn out. From sorting through resumes to scheduling interviews to checking references, it often feels like there are a million things to do before you can finally extend an offer.

One of the most time-consuming parts of the process is the interview stage. You have to find time in your schedule for candidates, meet with them in person or via video, and then wait for their references to come back.

All of that can take weeks – or even months. But what if there was a way to speed up the process? What if you could shortlist candidates faster? Thanks to video assessment interviews, you can now do just that.

So, if you’re ready to learn more about how to shortlist candidates faster with video assessment interviews, let’s get started.

What is Video Assessment Interview?

It is essential to clearly understand video assessment interviews before we dive into how to use them for candidate shortlisting.

A video assessment interview (VAI) is an interview format in which the interviewer and the candidates meet via a video interviewing platform. The interviewer asks the candidates questions, and the interviewee responds in real-time or by pre-recording their answers.

The interviewer can then observe the candidate’s body language and facial expressions, providing valuable insights into their personality and suitability for the role. The format also allows for more interaction than a traditional phone interview, as the candidates can use hand gestures and facial expressions to communicate their answers.

VAI is an increasingly popular tool for employers, offering a more efficient and cost-effective way to screen candidates. It is also particularly well suited to remote working arrangements.

Now that you know a little more about video assessment interviews, let’s look at how you can use them to shortlist candidates faster.

Identify the Key Skills and Attributes Essential for the Role

The first step is to identify the essential skills and attributes for your hiring role. This will help you to create a list of questions that will allow you to assess whether or not a candidate has what it takes to do the job.

For example, if you are looking for a customer service representative, you might want to assess their ability to handle complex customer queries, communication skills, and patience.

If you are looking for a salesperson, on the other hand, you might want to assess their ability to close deals, their negotiation skills, and their tenacity. Doing this will help you create a more targeted list of questions, which will help you assess candidates more effectively.

Create a Bank of Interview Questions

Once you have identified the key skills and attributes you are looking for, it’s time to create a script of questions. This can be done by creating a list of behavioral interview questions or using a pre-existing template.

The important thing is to make sure that the questions you ask are relevant to the role you are hiring for. For example, if you are looking for a customer service representative, you might want to ask a question like, “Can you give me an example of a time when you had to deal with a difficult customer query?”

Questions like this will help you better understand how the candidate has handled similar situations in the past and whether or not they have the skills and attributes you are looking for.

Conduct Video Assessment Interviews

The next step is to conduct video assessment interviews with your candidates. 

AI-driven video interviewing software enables you to conduct secure and efficient video interviews with candidates. The software includes a library of questions relevant to various roles, making it easy for you to create a tailored list of questions for each candidate.

The software also offers real-time transcription and translation services, so you can easily understand what the candidate is saying, regardless of their accent or native language.

What’s more, video interviewing software like EVA-SSESS offers a secure video link that can be shared with candidates via email or text message. This ensures that your interviews are conducted in a secure and confidential environment.

Once you have conducted your video assessment interviews, it’s time to assess the candidates. This can be done by reviewing the transcripts of the interviews and watching the recordings back. You can also use EVA-SSESS’s scoring system to rate each candidate against criteria.

So, when conducting the interview, it is essential to keep the following things in mind:

• Make sure that you introduce yourself and the company at the beginning of the interview
• Ask questions clearly and concisely
• Allow the candidate time to answer each question fully
• Observe the candidate’s body language and facial expressions
• Take note of any red flags that come up during the interview

Assessing the Candidates

Once the video assessment interviews have been conducted, it’s time to assess the candidates. This can be done by reviewing the transcripts of the interviews and watching the recordings back.

When assessing the candidates, it is essential to keep the following things in mind:

• The candidate’s experience
• The candidate’s qualifications
• The candidate’s skills and attributes
• The candidate’s performance in the video assessment interview

Once you have assessed the candidates, you will be able to shortlist the most suitable candidates for the role. Video assessment interviews are a great way to save time and ensure you hire the best candidate for the job.

Easily Identify Top Performers with Smart Filtration Tools

After completing the video assessment interviews, the next step is to identify the top performers quickly and make your shortlist fast. Video interviewing software offers a range of smart filtration tools that make it easy for you to identify the best candidates.

The software includes a keyword analysis tool that allows you to search for specific keywords in the transcriptions of the interviews. This is a great way to identify candidates with the skills and attributes you are looking for.

Make a Hiring Decision with Confidence

Once you have determined who the top performers are; it is time to decide who to hire. You can be sure that you choose the best course of action for your business when using EVA-SSESS. The software offers a variety of reports that provide insights into each candidate’s performance.

The reports include a detailed analysis of the candidate’s qualifications, skills, and attributes. You can also see how the candidate performed in the video assessment interview and compare their performance against other candidates.

Wrapping Up

Video assessment interviews are a great way to save time and ensure you hire the best candidate for the job. With video interview software like EVA-SSESS, you can be confident that you are making the best possible decision for your company. Try it today!

EVA-SSESS is a next-generation video interviewing software that helps enterprises identify, hire, and develop top talent fast. EVA-SSESS offers richer insights into the assessment process through AI technology, reliable video-based assessments, and scientifically validate psychometric reports. Enterprises that use EVA-SSESS can build customizable assessments, detect ideal keywords, rank applicants, filter out correct answers, and effortlessly assess the skills that are tough to measure.

Request a free demo today!

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