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.

December 13, 2021February 22, 2023

How Long Does The Recruitment Process Last For?

Data has highlighted how today’s workforce isn’t scared of job-hopping, leading to employers having to constantly recruit new staff.

An increase in advertising the same job roles, time and time again, has resulted in a shortening of the recruitment process with hiring managers looking to streamline procedures, but some employers still enforce a 4-6 stage job interview process.

Employees are willing to quit their jobs

In a recent article on MRI Network, talking about the cost of a slow recruitment process, shared staggering HR statistics: “25 percent of people quit their jobs in 2021; 65 percent are currently seeking out new opportunities.”

A Gallop post, sharing statistics from a report, back-up’s the job-hopping data: “21% of millennials say they’ve changed jobs within the past year, which is more than three times the number of non-millennials who report the same.”

In the same post, it goes on to explain how 50% of millennials believe they will switch employers within a 12-month period.

The job sector the advertised job role is in, as well as the demand for a career professionals skill-set, experience, and qualifications, impacts the likelihood of an employer recruiting a long-lasting suitable employee. The MRI Network article explains: “In any market, first-choice candidates always tend to disappear quickly, as they have multiple options to pursue.”

First-choice applicants are interviewees who can communicate their competencies confidently, creating a strong ‘interview identity.’

Long vs short recruitment processes

Even with a need to hire staff quickly to fill the gaps left by job-hoppers, some employers embed long recruitment processes.

On a list of HR facts in a Zoom Shift HR Stats article, they explain how: “60% of applicants quit filling out application forms due to complexity or length. (SHRM)”

The MRI article talking about ‘slow hiring’ says: “These days, employers need to act quickly and decisively, particularly when candidates are currently employed or need to relocate.”

Recruitment processes vary by sector. A detailed study, by Linkedin, of over 400,000 confirmed hires between 2020-2021 shows the duration of hiring times:

Source: https://www.linkedin.com/pulse/can-you-wait-49-days-why-getting-hired-takes-so-long-george-anders/

The graph shows how industries that value ‘precision’ have a longer recruitment process. But why? The Linkedin article explains: “Companies in the tech industry tend to value precision — sometimes false precision — over speed…. can mean putting candidates through endless technical interviews, assessing deep textbook knowledge that’s far beyond what jobs may require.”

Demand drives change

Some organisations have a higher number of applicants than others.

If a high number of career professionals seek to work at a particular company, that organisation can have a longer recruitment process without the worry of missing out on first-choice applicants.

In a Glassdoor article they explain: “On average, each corporate job opening attracts 250 résumés. Of these candidates, four to six will be called for an interview and only one will be offered a job.”

A recent press release highlighted the high number of applicants for global brands: “1 million people applied for a job at Amazon as part of Career Day 2021”

An advice article about getting a job at Google on the Independent shared eye-opening Google recruitment stats: “Google receives more than three million applications a year and hires just 7,000 people”

The automated job process

The extreme number of job applicants has resulted in HR teams utilizing artificial intelligence robots to screen applicants and to act as job interviewers.

An HR research report from 2020 started: “a third (of HR teams) – 33% anticipate high or very high use of AI in two years.” Whereas other information shows how the pandemic has already created a faster move towards the use of asynchronous video interviews.

Algorithms have a cost-saving advantage over humans, as the AI bot is able to scan a higher number of applications per day than a human HR staff member.

The increase in online AI job interviews is making career professionals nervous, with a Linkedin poll showing how two-thirds of people are more nervous being interviewed by a robot than a human.

How many interviews do I have to attend before getting a job?

Interesting 2021 HR stats were shared on Zety.

How many job interviews are needed prior to a job offer? Zety said:

“According to recruiters –

Three – 51%
Four – 22%
Two – 17%
5 or More – 9%
One – 1%

(2017 Recruiter Sentiment Study MRI Network)“

Job interviews often include:

A screening interview (more commonly completed by an AVI – asynchronous video interview)
Strcutured job interview – testing competencies
Expert knowledge interview – this can take the form of a test, activity (an actor playing out a situation) or panel interview
Strength-based interviews looking at ‘company fit’

Number of job interviews by company

Organizational recruitment processes change over time and different roles within the same business will require a different number of job interviews.

Many hiring managers will state the number of job interviews on their website and in the job specification.

The below stats will help give a general idea of the number of job interviews require to pass the hiring process.

Amazon Technical Roles – at least 5 interviews.

Screening interview
Hiring manager interview
Written test
2-9 ‘loop interviews, inclduing one with a ‘bar raiser‘

Source

Google job interviews – a round 4 stages

Online assessment
Short virtual chat
Project wrok
In-depth interview

Source

How many job interviews when applying to Microsoft – 4-5 interviews

Screening interview
Phone interview
On-site interview
HR Interview

Source

Apple interview process – 4 interviews

Screening interview with a recruiter
Screening interview with a hiring manager
Techncial interview
On-site interview

Source

3 Interviews as part of the Walt Disney recruitment process

Screening interview
Assessment centre
Face to face interview

Source

Coca Cola company hiring process – 2 job interviews

Phone interview
Panel interview

Source

How many interviews at IBM? 3 rounds

Video interview
Assessment
Final interview

Source

6 Virgin job interview rounds

Get to know you call
On-demand vidoe interview
Assessment
Discovery day
Live virtual interview
Face to face interview

Source

Chris Delaney

Chris Delaney is one of the leading job interview coaches in the country, helping career professionals to successfully pass job interviews. Delaney is the author of several job interview reference books including ‘what is your interview identity’

December 6, 2021February 22, 2023

What is an Asynchronous Video Interview and Should I Care?

An asynchronous video interview (AVI) is a job interview conducted by a computer algorithm.

In an AVI, the interviewee is filmed answering a set of pre-determined interview questions. Each interview answer must last between one or two minutes. Post two minutes and the video recording ends, even when the job applicant is halfway through their interview answer.

Never heard of an asynchronous video interview? You soon will!

AVI’s have been around for a while.

In a BBC article, they explained how some industries have already tested AVI’s prior to the recent increase in common usage: “AVIs were being used as the first stage of recruitment in the healthcare, pharmaceutical, tech, business and finance sectors..”

In 2012, around 10% of ‘top positioned’ businesses used any type of video interviewing. An article in the Financial Times by Sarah O’Connor, talking about the impact of AVI’s, said that: “Of those employers using video interviews in the UK in 2019/20, 46 percent were doing them with an interviewer, 30 percent were using automated video interviews and 24 percent were using a mix of both, according to the Institute of Student Employers.”

A poll of 334 HR leaders by Gartner found that covid increases the usage of AVI’s with 86% of organizations incorporating new virtual technology to interview candidates.

Artificial intelligence being used in the recruitment process is nothing new

Large organisations have been using Application Tracking Systems (ATS) to shift through candidates’ application forms for many years.

In a Slate article, they explain how AI is embedded into the recruitment system: “Artificial intelligence has played a growing role in recruiting and hiring for some time, as both a timesaver and a matchmaker. A.I. has been used to generate job descriptions, to post and share jobs, to automate candidate searches, and to scan résumés and cover letters..”

Mid to large companies use ATS if they receive a high number of applications for multiple job positions. AI can sort the weak from the strong, the unsuitable from the suitable, a lot quicker than a human can. ATS mainly makes decisions based on keywords embedded throughout the application form.

Recent research by JobScan found that “at least 494 Fortune 500 companies use an ATS, we were able to identify the exact ATS for 482 of them. This means that 98.8% of Fortune 500 companies use an ATS”.

Artificial intelligence, from an employer’s perspective, is about saving time and money. But where does this leave the job seeker?

Which Organisation use AI Interviewers?

A high number of large companies are known to be using asynchronous video interviews, including:

PwC
Unilever
Kingfisher
Hermes
JP Morgan
Amazon

Different Trypes of Asynchronous Video Job Interviews

Understanding the platform the employer chooses to use is deemed as being highly important.

An updated article, on Select Software Reviews, details 13 AVI’s being used, including:

VidCruiter
Hireview
MyInterview

In Slates ‘should robots be conducting interviews’ article, they explain that the various algorithms used by the various programmes look at various criteria: “Like humans, these bot recruiters have their own unique styles of interviewing. Some are merely seeking logistical information, like availability and ongoing interest, while others might be looking to assess drive, initiative, team-working skills, adaptability, or even your tendency to job hop.”

The BBC go-on to explain some of the challenges when interviewed by an AI system: “There are challenges; AVIs can vary in the amount of time allotted for each answer, and not every programme will give candidates unlimited preparation time or allow them to re-record a section if they are unhappy with their first attempt”

Some robot interviewers choose candidates based on their interview answers (keywords that match the job criteria), with others reading facial expressions and the candidates tonality.

A researcher, speaking to the Mirror, shared concerns that working-class applicants could be at a disadvantage when a robotic interviewer analyze voice and tonality of a job candidate, if the working class interview doesn’t have “beautifully compiled grammar”

How to Prepare for an Asynchronous Video Job Interview?

Each job applicant should first reflect on their past job interview performances and take the interview identity test to understand how they are viewed by an employer.

Specifically for an AVI recruitment process, job applicants must:

1. Set up the interview environment and IT systems

A full guide to setting up for an online interview can be found here: Online Job Interviews.

The biggest question asked is “what happens if my internet signal drops during the asynchronous interview?”

Luckily, the designers of AVI’s have tackled this potential problem. As an applicant’s signal starts to dip, a warning indicator pops onto the screen. When the signal is lost, the interview will atomically stop and only resume once the candidate’s internet signal strength is strong.

2. Practice speaking to camera

In the online job interview article, it explains the importance of looking at the camera, not the screen, to help improve eye contact.

For systems that monitor facial expressions, feeling an emotion (excitement, joy, happiness) will automatically show on the applicant’s face.

Many applicants worry about the turnaround from entering the virtual interview room and being monitored. In most cases, an interviewee can access the AVI, take a deep breath to relax, before actually starting the interview.

In fact, many AVIs have a practice interview question to help the candidate prepare and ready themselves.

3. Predict the job interview questions and preapre answers

In advance, the employer will send details of the AVI. This will include the date/time of the interview – this is often optional over several dates.

As there are no human interviewers, the job interview isn’t on a specific time on a set date.

The career professional needs to log in, often within a seven-day period, 24hrs a day, and complete the interview at a time convenient to them.

Candidates will also be told the number of interview questions they will be asked – with the average being three questions. And the duration of the interview answer, which is often one or two minutes per answer. Sometimes this information is present once the candidate logs onto the AVI.

The three interview questions will be chosen to gain a better understanding of the job applicant’s suitability for the role. In most cases, AVI’s are used to reduce the number of applicants, which can be as many as 20,000 for global companies to a manageable number of interviewees who will be invited for a face-to-face interview with a human.

One question will be a generic question on suitability “Tell me why you are suitable for the role?” or “Tell me about yourself?” or “What can you bring to the role?”

The additional questions will be more specific, based on the key job criteria: “Give me an example of when you did X?” or “What is your experience doing X”

How do you speak to a robot interviewer?

Research shows how a nervous job applicant will self-disclose weaknesses, give shorter responses and use excessive filler words.

The key to being seen as suitable is through a confident delivery of the interview answer.

Confidence is one element that creates a strong interview identity. A job interview identity is created by a mixture of content and delivery. An employer will have a positive view of a job applicant who they perceive to have a high level of knowledge and experience and who delivers answers with confidence.

AI interviewers have built-in software to understand mispronounced words, and to understand local slang.

But the advice is to always speak clearly and to pace yourself. Talk slower than you would when naturally speaking and focus on diction.

As with a human interviewer, be self-promoting, enthusiastic (especially if the bot is monitoring your tonality), and stick to the time frame of the interview answer.

Are AVI’s here to stay?

The test results aren’t in yet.

There are many concerns around biases with AI interviewers, as they are programmed by humans and data that are filled with biases.

Many people on social media talk about how being interviewed by a robot increase job interview anxiety.

But with one large grocery chain in the U.S. using an AVI to interview about 20,000 people a day for stocker and cashier jobs, it sounds like there will be an increase in robot job interviews.

With an increase in technology and a move to a virtual reality world, future job interviews could be delivered in the metaverse.

Chris Delaney

April 26, 2019January 12, 2023

Common Asked Housing Officer Questions

A housing officer will often be employed for housing associations or the local authority, supporting clients with the assessment of needs in terms of housing applications.

The housing officer may also specialise in working with homeless people and/or service users with additional needs.

How competitive is a Housing Officer job Interview?

Interview Specifics

This article will list the commonly asked job interview questions for a housing officer.

By understanding the job interview structure and by knowing the commonly asked housing officer interview questions, applicants can prepare answers that highlight their level of competencies within this industry.

Common Asked Housing Officer Interview Questions

Can you tell me about your housing officer experience?

This housing officer interview question is asked for two reasons; 1 it is an open question to get you talking/feeling relax at the job interview start. 2, to gain a general overview of your experience (generic because the follow-up questions will go into more detail)

To answer this job interview question, start by summarising your experience as a housing officer, your relevant qualifications and a key unique skill relevant to the industry – something that makes you stand out, this could be a specialism you have IE working to house homeless service users.

How do you assess the needs of a client?

This interview question is key because this is the crux of the job role.

Split this answer into two sections. Section one is your people skills; explain how you build rapport, how you use effective listening skills, how open and closed questions have a powerful impact, and how you remain calm in stressful situations. Give a short example to highlight your level of expertise and competencies.

Section two should explain the interview structure; the questions you should ask, the information you need to collate, and how you follow GDPR, data protection and confidentiality legislation.

What does customer service mean to you?

You may be asked several customer services-related interview questions.

In the housing association sector often the service users can be stressed or angry. Some service users may have alcohol or drug addiction. In some cases, you will be speaking to clients who are struggling with finances and have been turned down for financial support.

When answering interview questions relating to customer service and communication, explain how you can handle these situations;

What was the situation – why was the service user angry or upset?

How did you handle the situation – what did you say or do to help calm down the client?

What was the positive outcome – how did the client respond to you?

What do you look for during a housing inspection?

Competency-based job interview questions require you to fall back on your experience.

Give an example of when you have carried out an inspection that had issues (you need to pick an inspection with issues to show that you can deal with this in a professional way)

In the example explain what you look for during a general inspection, the inspection process you follow and quote safeguarding regulations, and how you, when required, challenge a service user.

Follow this up with the example “one time during an inspection I saw…” Give details of what you found, the potential safeguarding issue, and what you did to address this

How would you have a positive effect on your colleagues and team?

A big part of the housing officers’ job criteria is to have the ability to work as part of a close-knit team. You will be asked one way or another about your ability to work within a team.

Open the teamwork answer by simply explaining how you enjoy working as part of a team and how in all previous housing roles teamwork has been an important aspect of the role. This opening confirmation statement shows how you have this required skill.

Now you have ticked the ‘teamwork’ box, you need to give a real-life example. A good frame for this job interview answer is to give a ‘helper’ perspective.

Describe how a colleague was having a problem with a housing issue and how this problem affected the output of the whole team.

Go on to describe how you took action and explain the action you took. Follow this up with the positive outcome focusing on how the whole team benefited from your quick actions.

You can also talk about the larger team – in this role, you will need to work with a range of agencies and stakeholders, including social services, jobcentre plus, citizens’ advice service.

Which other agencies would you refer a service user to?

Part of a housing officer’s job role is to work with the tenants to help them to be successful.

To be effective in this job duty you will need to work with, signpost or refer to a large number of partner agencies from social services to the local job center, from doctor surgeries to career advice officers.

In your answer list the relevant agencies you would partner with and give an example of when you would make a referral compared to signposting.

The example has to be specific. First, explain the service users situation and the key block that was holding them back. Explain the limitations of your roles and how the service user required expert advice.

Go on to explain how the service user had attempted to get support but had failed. End the interview answer by stating what you did to ensure the client got the support and advice they required.

Do you have any questions for me?

A guaranteed question is the “do you have any questions for me?” question. And your answer should be YES! Always ask a question.

Good questions to ask in a housing officer job interview are;

What is your approach to supporting service users with their many barriers?
What development opportunities do you have to help upskill a housing officer?
How many hostels/houses do the organisations look after?
What is the best part of your day?

August 19, 2017

Job Interview Questions for a Job at Rise in Manchester

Rise Manchester offers a tailor-made space for the FinTech community, drawing together the city’s vibrant startup culture and its rich industrial past. In staff they are looking for friendly and fun staff who know there coffee and who can improve their customers experience.

If you want a job at rise, here is some questions you will need to answer

Below you can also access 101 Interview Questions and techniques to Influence the Job Interview. Good luck with your next job interview.

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Mock Interview – Practice and Prepare for Your Next Job Interview

Job Interview Questions for a Job at Rise in Manchester

Job Interview Question 1:

“Tell me about your customer service experience?”

The opening question at Rise, will be a generic interview question to gain an insight into your customer service and barista experience. Summarise your experience and have a focus on the key skills required for this position; how you welcome customers, how you promote the rise philosophy and how you go above and beyond

Ensure you mention

customer service skills
strong written and spoken communication skills
the ability to solve problems
the ability to deal tactfully with customers
your friendliness and rapport building skills

Job Interview Question 2:

“How do you handle difficult customers?”

For situational job interview questions, answer using a real life story or example

state the situation – why the customer was angry/difficult
explain how you remain calm and how this calmed down the customer
discuss what you did to support the customer while following processes and procedure
explain the outcome of the situation ***ensure this is positive

Job Interview Question 3:

“When have you gone and beyond to help a customer?”

Rise isn’t just a coffee shop, its an experience. In an employee Rise are looking for staff members who go that extra mile. Answer this interview question by first stating your work ethic and your temperament. Second give a real life example of when you went above and beyond to help a customer. Remember at Rise the customer base isn’t just shoppers, in fact the percentage of customer are entrepreneurs who spend their day at Rise working

Job Interview Question 4:

“What questions do you need when booking a room for a customer?”

Many customers book rooms and the stage area. This task requires a level of organisation. When answering this questions explain your strategy for keeping the administration side of things on point. How do you ensure that you have the correct details; customer detailsl, booking details

Job Interview Question 5:

“Why do you want to work at Rise?”

Be honest when answering this question – Rise has to be the right fit for you, and you need to be the right fit for Rise. What made you apply for this role? Why do you like the environment? To answer this question, start with “The three reasons I want to work at Rise are…” and then give 3 real reasons.

Job Interview Question 6:

“Do you have any questions for me?”

Good interview questions to ask interviewers at the end of the job interview include questions on the company growth or expansion, questions on personal development and training and questions on company values, staff retention and company achievements.

Conclusion

Many people are afraid of job interviews. The truth is if you prepare for your job interview, by predicting the job interview questions, you can easily prepare your job interview answers. If your job interview answers highlight your unique selling point, are stated in the positive and are said in a confident manner, then you can influence the job interview to increase job offer.

Interview Preparation Resources

Other People Who Read This Article Also Read:

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January 16, 2017November 21, 2020

How To Conduct A Video Interview Like An Expert?

Conduct A Video Interview Like A Pro

The trend of conducting a video interview has become common in the corporate sector nowadays.

Conducting a video interview, however, is a difficult task for any fresh HR professional.

Nonetheless, it can be as manageable as a one-on-one interview with the right approach. Being a fresh HR professional, conducting a video interview in a professional way is one of your biggest challenges.

This write-up seeks to help the HR professionals who have a video interview lined up in the schedule and don’t know the ways to go about it. In this article, they’ll find some effective tips and techniques for conducting a video interview successfully.

Without further ado, let’s drill down some of the ways HR professionals can conduct a video interview like an expert:

Set Your Goals

No task is fruitful unless you set the goals for it and the same goes for conducting a video interview. Therefore, you first need to set the goals of your interview according to the hiring policy of your organization.

Once you do it successfully, you will be able to identify the right person who fits the job position and align with the policy of your organization.

Research About the Candidate

Before you conduct a video interview with a candidate, you should first find some information about the person. This will help you prepare your question list based on the personality, academic background and professional experience of the candidate.

Since the job history of the majority of the professionals is available on LinkedIn, you can easily jot down the most critical details about the career profile of a candidate and use them as cues while you engage in the Q & A session.

Ensure That You Have A Seamless Internet Connection

The internet connection is one of the many things that you must consider prior to conducting a video interview.

You need to make sure that your internet connection is stable and uninterrupted.

In this way, you’ll be able to converse with the candidate without irritating yourself due to internet downtime or interrupted network coverage.

Dress Up Like a True Professional

Having a video chat does not imply that you overlook your attire.

In fact, it makes it even more important to dress properly during a video interview and show your true professionalism.

Therefore, it is advisable to comply with the dress code of the company and convey the same instructions to the prospective candidate.

Keep The Distractions At Bay

Distractions are the biggest turn off when you are engaged in a video interview.

It not only diverts your attention but also puts your focus away from important parts of the interview.

Therefore, it is important to get rid of things that might interrupt your interaction with the candidate, such as cell phones, squeaky sounds, or any flashy images in the vicinity of the interview room.

Avoid Using An iPad

Using iPad can be a major mistake for a video interview.

The small screen size of an iPad is considered too small to engage a candidate. Instead, you should use a LED monitor that is big enough to clearly show the foreground and background of the space of the candidate.

A good-sized screen will allow also you to thoroughly scrutinize the body language of the candidate which is important to analyze his behavior during the interview.

The aforementioned are some of the expert tips on conducting a video interview as an HR professional. Hope they serve you as guiding principles for your next hiring appointment and help you find the best candidate for a job.

Author Bio

Scarlett Erin is Head of human resource management at Assignment Star. She is also a pro academic writer and provides assignment help UK services to students all over the world. In addition, she is an active blogger and seeks it as a way to share insightful tips and advice on the matters of human resource management.

September 25, 2016November 21, 2020

Out Of The Box Interview Tips

Think Out Of The Box To Pass a Job Interview

Run of the mill interviewing techniques are becoming talk of the past.

“Tell me about yourself”?, A question that has been out there for so long that candidates tend to just learn the answer to it by heart with minor tweaks here and there.

If the questions aren’t going to change so will the same patented responses will be given during interviews. There is no advancement in the interviewing procedures and no learning for graduates coming fresh out of the universities.

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Let’s consider a situation where a candidate (you) gets the call from HR representative of the company you applied to.

A unique feature about this call would be (we’ll get into that) but how normally a candidate would respond to one such call:

HR: “Hi, is this Mr. X I’m speaking to?”

Mr. X: “Yes, who’s this?”

HR: “This Ms. Y from ABC Co., you applied for the position of XYZ. Have you got a minute, I have to ask a couple of questions?”

Mr. X: “Please go on”

HR: “Ok, so have been you working somewhere?”

Mr. X: “Both yes and no, actually I resigned from my previous employment and am currently serving my notice period”

HR: “Ok, it says here you’ve been with the firm for last 5 years, what makes you want to switch?”

Mr. X: “Although, I have had no issues here during the tenure of my employment, all I feel is a bit stagnant where I’m and want to challenge myself in pursuit of new and better opportunities”

HR: “Alright, let me schedule an interview with you tomorrow say at 11am?”

Mr. X: “Sounds good to me, will be there.”

HR: “The directions to our office will be emailed to you shortly.”

Mr. X: “Sure thanks. Bye.”

That is how a normal telephonic interview appears as. But if we could improvise and candidate can earn the seat in front row? Startling? We pick it up from point no. 10 above and see how it changes.

Mr. X: “Can I suggest a date, as I have some things to take care of in the days to follow? Hence I won’t be able to squeeze time for the meet.”

HR (based on the availability): “When it would be possible for you to visit, then?”

Mr. X: “On so and so date (suggest a date for 2-3 days ahead)

The idea is to buy time so you can thoroughly search about the company, its stakeholders, review their profile on LinkedIn and prepare yourself well.

HR: “How does day after tomorrow sound?”

Mr. X: “Great!”

Now if the counter argument is not up to your liking, best lock in the day as it maybe that the organization is interviewing other candidates or the interviewing authority may not be available in those days.

At least by making a request you have made your presence felt and that you are not typical instead expressive. Just that is the purpose of asking to schedule at a later date. This gives you leverage in negotiations at the time of offer.

You don’t need to insist on scheduling for the day/date you have in mind or you’ll lose the opportunity, altogether. An attempt suffices and generally employer allows for a day or two in scheduling meets for candidates.

Secondly, the questions needs to be revisited to allow candidates to speak open-endedly and when someone is provided the platform to speak, their frame mind is reflected and the person interviewing can gauge whether or not the person would be a suitable fit for the organization.

Questions could be:

“How much element of fun is part of your life?”

“Do you cater to sarcasm?”

“What if I were to ring up a close friend of yours, will he/she be able to tell me your weaknesses?”

Author Bio

Rayanne Dany is an HR consultant and can be reached for assignment writing service via her twitter handle. She has tons of experience in different organizations amounting to a total of 10 years. Her insight over the years as an HR professional has paved way for writing improvement techniques.