job interview stages Archives - Job Interview Coaching

August 2, 2023August 4, 2023

Mastering Asynchronous Video Interviews: Your Guide to Landing Your Dream Job

In the rapidly evolving landscape of job interviews, the latest craze in recruitment is asynchronous video interviews (AI bot online interviews).

Asynchronous video interviews (AVIs) have emerged as a popular screening method due to the low cost, compared to human intervention, for choosing suitable applicants from the thousands of job seekers that apply for the advertised job role.

This new recruitment technology allows an interviewee to record a live response to, on average , three behavioral-based job interview questions via a video portal.

For the applicant, the advantage is that they are allowed to record their interview answers at their convenience during a short period of two to three days. One applicant might complete their AVI at 09:00 am and another at 3:00 pm. As there is no human intervention from the employer’s side, interviews no longer need to take place during working hours.

However, navigating asynchronous video interviews requires a strategic approach to leave a lasting impression and increase your chances of landing that dream job. In this comprehensive guide, we will explore the ins and outs of asynchronous video interviews and provide valuable tips to help you shine in your next AI Bot online interview.

Understanding Asynchronous Video Interviews

What are Asynchronous Video Interviews?

Asynchronous video interviews is an online video interview with an AI interface. Candidates will open a recruitment webpage, sign in, and, using their video camera, participate in the interview.

The AI bot will, using text or audio, state a job interview question, before allowing a set duration for the applicant to record their interview answer. The duration is around 60-120 seconds.

Once the duration is up for each individual interview question, the AI bot will then move to the next interview question, even if the interviewee hasn’t finished speaking – so preparing and practicing short and succinct interview answers is a must.

Unlike traditional interviews, there is no real-time interaction with a human interviewer, making it more flexible and convenient for candidates.

It is also useful to understand the company’s values, mission, and recent achievements, as well as the responsibilities and requirements of the position. But, at this stage of the recruitment process, the AVI interview questions are normally based on the job role rather than questions around knowing the organization’s history or business objectives.

The Advantages of Asynchronous Video Interviews

Time Flexibility:

Candidates can choose when to record their responses, accommodating their schedules and allowing them to perform at their best. This can be morning, afternoon, or night. During a working day, bank holiday, or weekend, as long as it is within the time frame the employer sets out.

Location Independence:

Asynchronous video interviews eliminate the need for candidates to travel, enabling them to interview from anywhere with a stable internet connection.

Location independence also allows job hunters to attend the AVI even if they are holidaying abroad.

Preparing for an Asynchronous Video Interview

Research the Company and Job Role

Interview preparation is key when attending an AVI.

Begin your preparation by conducting thorough research on the company and the specific job role you are applying for.

Remember, in the main, an AVI is a screening interview. Successful candidates, once they pass the AVI stage will be asked to attend a structured job interview. You can predict what type of interview stages you will be asked to attend here.

Familiarize Yourself with the Technology

Ensure that you are comfortable with the video interview platform and its features.

Prior to the job interview, it is key to test your microphone, camera, and internet connection to avoid technical glitches during the actual interview.

The most important piece of advice to help prepare for an AVI, is to practice online AI interviews. There are many websites that offer free AI mock interviews that give you instant feedback, including one on Linked-in and Google.

As the saying goes practice makes perfect. For candidates who need more specific advice to pass the job interview, you can book an online (human) interview coach.

Create a Suitable Interview Setting

Choose a quiet and well-lit location for recording your responses.

Ensure that the background is free from distractions and presents a professional image.

Close down any other apps to reduce sound interference. An example of this is the ‘ping’ noise you hear when receiving a new email.

Ensure no one will walk into the room unannounced.

Think about the camera frame, ideally, use a shoulder-to-head frame. For more online interview tips click here.

Dress Professionally

Treat an asynchronous video interview like an in-person meeting and dress appropriately.

Wearing professional attire will help you feel more confident and leave a positive impression. Much research has looked at how dressing smart increases confidence.

Even though the AVI AI bot can be programmed to review eye contact, tonality, and even the candidate’s background, in most cases hiring decisions are based on the interview answer, not appearances.

Mastering Your Responses

Analyze the Questions Carefully

To pass any job interview a job applicant needs to follow the three rules for a successful interview.

Rule 1 – identify the job criteria

Rule 2 – be a self-promoter

Rule 3 – communicate with confidence

Read the job profile questions thoroughly and use the essential criteria, and your understanding of the job role, to help predict the potential job interview questions.

By understanding what the employer is looking for, a n interviewee can tailor each response in a self-promoting way.

Use the STAR or SAP Method

For behavioral questions, use the STAR (Situation, Task, Action, Result) or SAP (Situation, Actions, Positive Outcome) method to structure your responses effectively.

These interview answer structures, help applicants to create a concise and compelling story that showcases their abilities and accomplishments.

Having a simple structure during an AVI is important as the interview example is delivered in a logical format, and is easy to prepare and deliver within the set timeframe given for answering each question.

Be Concise and Engaging

As with all communication, be clear and to the point.

Avoid rambling or going off-topic, and reduce the use of filler words, and the number of times you stutter.

Practice diction, to ensure the AVI AI bot can clearly understand the words you are using.

Reviewing and Submitting Your Video Interview

In most cases, the candidate doesn’t have an opportunity to review their answers before submitting them. Some organizations do allow this, if this is the case, carefully review your recorded answers and edit any mistakes or areas for improvement. Ensure that your responses are well-polished and align with the desired message.

When starting the AVI, there is normally a chance for a practice interview question and answer (within the set timeframe) before moving on to the actual interview.

Use the practice session to check the audio, video, and communication issues (filler words etc) and keeping to the interview answer duration.

Follow Submission Guidelines

Adhere to the provided instructions for submitting your video interview. Double-check the deadline and ensure you complete all necessary steps.

Conclusion

By mastering the art of asynchronous video interviews and following the tips outlined in this guide, you can confidently approach your next job interview and increase your chances of landing your dream job.

Embrace the flexibility, leverage your research and preparation, and let your authentic self shine through the lens. Remember the AVI is a screening interview so, in the main, there are no complicated questions.

April 28, 2023April 28, 2023

Can You Predict The Type of Job Interview You Will Be Asked to Attend?

The recruitment process is becoming really tricky, with a wide range of different types of job interviews that are delivered by individuals, panels of experts, external recruitment companies, and even AI bots. Interviews can be virtual, face-to-face, or even in the Metaverse. Is it me or is getting a job becoming even more complicated?

Here is a long list of the various types of job interviews that a job seeker will have to attend:

Behavioural Interview
Situational Interview
Structured Interview
Strength-based interview
Screening Interview (by phone/webcam)
Antonyms Video Interviewing – AI bot interviews
Assessments Centres
Working Interview
Role Plays (conducted by trained actors)
Values Interview
Stress Interview
Informal Interview
Group Interview
Interview Presentation
Panel Interview

With such a long list of interview options, it’s hard for a job hunter to prepare, and therefore pass, a job interview.

To help career professionals understand a potential forthcoming recruitment process, it is important to look at the level of job role and the size of the organisation.

Why the job level affects the type of job interview you will attend

The level of job role, from low-to-high skilled positions, has a direct result on the number of job interview stages and type of job interview questions an employer will ask.

Low-skilled (sometimes referred to as un-skilled) job roles include:

Waiter
Janitor
Transport driver
Warehouse operative
Care worker
Food production worker
Security guard
Farm worker

Source Indeed

As low-skilled positions often require physical or repetitive tasks to be performed, rather than the use of knowledge, creative problem-solving, or project management, employers will ask simple questions often based on the skills required for the vacancy:

Give me an example of working within a team?
Do you have experience of working in a factory?
How much time did you have off in your last role?

High-skilled roles require an employee that has had specialized training/higher education in order to operate, manage or participate in a project – this can be physical or mental.

Source: Investopedia

Larger salaries are normally associated with high-skilled positions, and therefore employers ask more specific and tricker questions to test the applicant’s ability to complete the day-to-day tasks related to the position being advertised. The interview questions can be based on actual duties or the required skills, IE, problem-solving.

What would you do if (situation) happened?
Give me an example of managing multiple projects with various deadlines. How do prioritise tasks, stay on budget, and collaborate with stakeholders?
How would you work out how many drainage grids are in London?

Research shows how a structured job interview, the asking of the same questions to each interviewee, with answers being marked via a scoring system, is the best way to predict job performance.

High-skilled job roles often require a level of knowledge/experience which results in the majority of employers adopting the structured job interview when recruiting high-skilled employees.

Senior positions, which often require either a long duration in the industry and/or sector-related qualification above a degree level, result in many recruiters wanting additional proof of knowledge/skills/experiences.

Additional interviews are common for high-skilled roles to check suitability. As are other interview stages: AVI screening interview, assessments, role plays, and working interviews.

Low-skilled interviews are either formal (unstructured) or informal (structured). In the main, employers adopt the informal/formal job interview based on the size of the organisation.

For low-skilled positions, a one-off 1-2-1 job interview is enough for a hiring manager to make a hiring decision. Some sectors have an additional group exercise task to review teamwork and communication – the size of the company influences the number of interview stages a low-skilled applicant has to go through.

The size of the organisation

Employer size, and popularity, have a massive effect on the time spent on recruitment from an employer’s perspective. As an example a small family company looking to recruit an IT analyst will receive, let’s say, 20 applications. A large and well-known brand, such as Amazon, Google, Microsoft, can receive in excess of 20,000 applicants.

Source: PathMatch

Such a high number of applicants per vacancy has resulted in large employers adopting AI to support HR hiring decisions.

To screen such a vast number of potential employees, hiring managers will ask additional shifting questions on the application form (relating to essential criteria) and will use AVI – autonomous video interviewing. AVIs in short are artificial intelligence interviewers, that ask around 3 structured interview questions and are programmed to cross-reference an applicant’s interview answers against the job criteria.

AVIs are a quick and easy way for a large employer to reduce the number of candidates without human intervention. Many employers recruiting for low-skilled employees, such as fast food servers, have embedded AVIs into their recruitment process.

Most employers still require a face-to-face formal or informal interview following the AVI, but anyone unsuccessful following an AI bot video interview will need to reapply for any further positions.

Larger employers, in the main, have well-embedded recruitment processes and procedures, which often include multiple interview stages for high-skilled roles, and less stages for low-skilled positions, with at least one interview stage being a structured job interview.

On the other hand, small companies have fewer interview stages even for senior roles, and, especially for a small family-run business, may adopt an informal interview. The informal interview is viewed as important for a small business as ‘fit’ is an important aspect of the hiring decision-making process. As is ‘loyalty’ – with loyalty meaning the duration an employee would stay with the small company.

Time and money influence the type of recruitment process a small or large company adopts. Smaller businesses, who recruit ad-hoc, are less likely to purchase an expensive AVI system, whereas the AVI is viewed as an investment and time-saving piece of tech for a large business.

The number of interview stages is also adjusted depending on the size of the company. Large brands will often have several rounds of interviews, especially for high-paying positions, to ensure they only recruit highly skilled and suitable professionals. Smaller companies are often satisfied with one interview stage for low-skilled roles and just two higher-skilled positions.

Can the job interview be predicted?

The three rules for passing a job interview are:

Identify the job criteria – essentially predict the job interview questions
Be a self-promoter – use various stories and examples that highlight the added value and the possession of the essential job criteria
Communicate with confidence – which includes rapport building, easy to follow answer, persuasive language, and non-verbal communication

Knowing the job interview type, and therefore improving interview readiness, always helps to reduce job interview anxiety.

Even with an understanding of the common recruitment practices of large and small businesses and the level of job role, it is still hard to predict the interview stages for the job you are applying for. Or is it?

The goal of the recruitment process is to predict the job performance of the applicants. The barrier is that the anxiety created by the interview stages can create an environment where applicants don’t showcase their true self.

As mentioned previously, knowing the style of a job interview can reduce nervousness. With this in mind more and more employers are now stating the various stages of the interview and even explaining the type of interview questions, behaviour, or situational, that they will ask.

This openness from some employers hasn’t been rolled out to the masses. To date, many employers only state the interview duration. Also, there are no rules when it comes to job interviews, some employers will utilise one interviewer while another will use a panel of five. Interviews can last for 30 minutes or be a whole day assessment. Questions can be fixed or mixed, and some employers value skills or fit and vice versa.

The training an interviewer undergoes affects the interview environment, with many having no interview training at all. Some hiring managers will be nervous or confident, some will ask follow-up questions while others stick to the list of set questions, interviewers can be cold or warm, and some are experts in their industry. And, as discussed previously, interviews can be with humans, robots, and even some are now taking place in the metaverse.

Source: spotlight data

Based on the size of the company and the level of advertised position this interview grid can indicate the type of job interview a career professional will attend for various roles, helping job candidates prepare for a forthcoming interview.

January 21, 2022January 26, 2022

Tips for Group Interviews

Group job interviews are a common recruitment stage for customer-facing job roles, and for leadership and management positions.

In addition, group interviews are used as a screening interview for organizations that receive high number of job applications.

A high number of job candidates struggle to pass a group interview due to a lack of understanding of the group interview format.

In this article, you will learn the structure of a group interview, how interviewees are scored, and what a job candidate can do to stand out in the group interview to ensure an offer of a second interview round.

Group Interview Format

Unlike a structured job interview, where each applicant is asked the same number of interview questions that are then graded with the help of a scoring system, the group interview is an observation interview round.

Group interviews are often part of a full-day recruitment process, which includes:

A tour of the company
Technical test
Role plays
Structured panel job interview
Group exercise interview

The group interview takes around 45 minutes to complete.

The employer will first put the interviewees into groups, before stating the task each group has to complete.

Often the task is a problem-solving task, in the form of physical exercise IE ‘make a bridge over a river using the objects’.

The task isn’t always relevant to the job sector because the task itself isn’t important.

What is important are the qualities of each applicant.

This is because the employer uses a group exercise to better understand how each job candidate acts when working collaboratively in a stressful situation.

Some employers increase the stress by giving a short time frame to complete a difficult task or will ask the groups to attempt a very difficult brain-teaser task.

After the group exercise time-frame has come to an end, the group may be asked to feedback.

The three stages of a group exercise are:

Introduction to the group activity
Group completing the set task
Feedback from the group

What is being assessed during a group interview exercise

Technical interviews are designed to test competencies and knowledge, whereas a group interview exercise is looking at a candidate’s personals qualities:

Communication
Leadership
Teamwork
Supportiveness
Listening
Temperament
Following processes (set out in the rules of exercise)
Creative thinking
People skills

In one group exercise for a large airline company, looking to recruit a number of customer service employees, the hiring managers ask that each candidate stands on a stage and deliver a short 60-second introduction speech.

The recruitment team stated that the rest of the applicants, the audience, to listen to the speaker and give a round of applause at the speech end.

Around 6 hiring managers stood around the room observing and taking notes. The hiring manager, though, wasn’t watching the speaker, instead, they observed the audience, making notes of who, instead of listening, was checking updates on their phone and which applicants had their full attention on the stage.

Anyone who was seen not to be fully listening to the speakers didn’t make it to the second job interview stage.

A second employer asked groups of applicants applying for a managerial position were asked to complete a physical brain teaser – dropping an egg from a height without the egg breaking, by using a range of potential random objects to reduce the like hood of the egg breaking once it hits the floor.

Three hiring managers observed the groups. With the position being a leadership role, many of the applicants wanted to stand out by taking the lead. One potential manager grabbed the instructions and started to assemble the equipment. Another directed the group participants to delegate roles. A third candidate, in their team, asked questions and encouraged people to become involved in the task.

Three candidates acted in three separate ways, all examples of various managerial styles, but which approach was best?

The three rules for a successful job interview are:

Identity the job criteria
Be a self-promoter
Communicate with confidence

Rule number one is key here. What is the culture of the organisation? What is the employer’s preferred management style? Which leadership style best fits the job sector?

How to pass a group interview

In the main, the group interview exercise looks at personal skills and qualities.

The aim is to complete a task, even though a group task is the required action, instead the objective is to observe how each applicant acts and interacts when given a potentially stressful task.

Employers observing group exercises like to see:

Leadership
Encouragement
Teamwork

To be seen as a highly valuable potential employee follow these three steps:

Take charge
Encourage involvement
Create a team approach

Take Charge of the Group Exercise

In the main, most people in a group interview won’t take the initiative.

Taking the initiative creates the ‘leadership’ position. being seen as the natural leader creates a subconscious high-status persona that results in other candidates referring to the ‘group leader’.

In all group exercises, the employer will state the exercise details and give a duration.

The specific details for the task will be written down and one of the group members will have to collect the instructions from one of the hiring managers. This is the first opportunity to take a leadership position, by being the person who stands up and collects the written instructions.

Once, with the instructions in hand, others will naturally look towards you.

Remembering that the whole group exercise process is being observed, read out the instructions to the group.

After reading out the instructions, summarize these and then ask an ‘encouragement’ question to encourage involvement from the rest of the group: “Has anyone had to complete the (task) before?” while looking at each member of the group in turn.

Next, suggest and guide the group by asking for suggestions on how they should approach the task. If the group has introverted members, specifically ask for their opinion.

If there are several good suggestions, recommend the group take a vote as the task needs to be completed within a short duration.

If there is only one idea (you should also have suggested an idea or approach) or once the vote has been completed, explain that everyone should have a role and ask: “Who would like to do X?” or “Who has the skills to do X?”

End, the planning phase of the group task by giving encouragement: “I think it was really good that we were able to share some ideas and pick roles. We have X time left so let’s go for it. I know we can be successful with this task.”

Encourage Involvement

Many of the group tasks during a recruitment event are difficult.

Purposefully difficult, because the employer is observing how candidates act during a stressful situation.

The difficulty of the tasks results in several of the group, getting ‘stuck’ or feeling ‘lost’. Be aware that the ‘lost’ feeling will happen, and look out for when this happens.

When a team member becomes lost, give encouragement. Ask: “(name) is everything ok, need a hand?”

You can also assist: “have you tried doing X?”

Also, offer praise to others: “great job (name), that’s really going to help.”

It is the leadership and teamwork skills that employers are looking for, not the completion of tasks.

By communicating, listening, encouraging, in short – leading the group, the hiring managers will be impressed with the skillset on show.

Create a Team Approach

There is a balance between being the leader and creating a team environment.

Being to directive could be seen as a negative (depending on the job role) by the hiring managers and some candidates sensing that the contrast between the candidate taking the initiative and themselves could make them look bad might start to challenge you.

The goal then is to create a sense of collaboration, teamwork.

If a candidate challenges the leadership role, encourage their ideas. Ask: “great, what’s your plan/idea?” or if they have relevant experience ask: “That really useful, what do you recommend?”

The goal here isn’t to stand out as the leader. By being the person who collects the instructions, reads them out, and ask the group for ideas and suggestion, the recruitment team will already have noticed you. Encouragement to others, throughout the task, only helps to reinforce the positive first impression.

The real goal, therefore, is to create a productive team, which is why it is suggested to ask for other peoples ideas, and thoughts.