Video interviews are the latest interview trend to hit the recruitment process. And it makes sense. Applicant Tracking Systems (ATS) have become the norm in many organizations (read my article on how to optimize your resume and LinkedIn for ATS) as a way to get through the hundreds of applications without using too much manpower.
So logically the interview would come next. And just like the how the ATS changed how we submitted our resumes and cover letters so does Video interviews change how we present ourselves.
Interviews are already nerve wracking, and for most of us just figuring out how to create connections over the phone and in person is enough to make our heads spin. So to throw it yet another screening process can seem overwhelming! That is why I came up with 10 tips on how to sell yourself and Ace the Video interview.
What are Video Interviews?
But first, I want to define the video interview. There is a lot of confusion as to what they are exactly. I’m not talking about a SKYPE or video conferencing video where you and the interviewer are both “live”. I’m actually talking about a video interview where you answer a predetermined set of questions on video, sometimes you’ll hear it referenced as a one-way video interview or a recorded video interview.
How do they work?
You will be sent a link to their video interview platform and you will record your answers to a series of questions. The great thing is that you can do it on your own time with your own device (laptop, phone or tablet).
Each interview set up is different but some common options is to allow you to have some preparation time before answering, a note taking section for talking points (don’t worry they aren’t saved!) and the ability to keep recording your answer until you are happy with it!
How are they evaluated?
Each video interview platform evaluates the videos differently, as does each company so the evaluation options are endless.
Some recruiters will watch the recorded video and assess it themselves and then share the top candidates’ interviews with the hiring team to decide on next steps.
The more sophisticated video interviewing platforms utilize artificial intelligence in its screening including the analysis of facial expressions, vocal intonation and body language. On top of that are the language and semantic processing tools to evaluate the answers in alignment with the needs of the job, company culture and organizational fit. It works similarly to an ATS that uses keywords to match a resume up with a job. Which means that a person may never even watch the video!
10 Tips for Video Interview Success
So what does all that mean for you. And how do you prepare for an interview as unique as this? Well, in so many ways you will treat it like a normal interview. There will just be another added layer to your preparation work.
Here are my ten tips that cover all the things you NEED to do to make sure you shine in this newest recruitment trend:
Have you had a video interview? How did it go? Remember to reach out if you need interview help – you can schedule a Discover Your Career strategy call to discuss or book some interview coaching so that you create connections to get that job.
3/11/2019 01:41:50 pm
Well, thanks for defining, I have done a face time interview, with a recruiter, similar I guess to skype with a real person at the other end. what it sounds like you're mentioning is similar to when you came back to the airport and the system takes a picture of you and compares it to your passport image. same robotic thing. so humans appear to have no value, their resume words are scanned to a match to required words. It is a system, but who says that if you pass this robotic video interview that you will be the best person for the job, people want to save time. I get it. but don't you want a person who has the skill, personality and the chemistry to work with others in your company? how do you determine this with a robotic interview? People are becoming a commodity, like corn or rice. with no regard that a person applying for a job is a real person with feelings, thoughts and intellect. I'm no recruiter, but I think it is sad that we embrace the idea of processing people who are seeking a job, like at parcel at FEDEX. My thought is post a job and take in only the first 20 resume's and do a human review, then do a phone interview, to determine if the person , has good communication skills, is capable of explaining their knowledge, experience, skills and abilities that are on their resume. then if good, call the person in for an interview. face to face. If not go to the next candidate. I believe you will find a qualified person faster, that has value. Go for quality and NOT quantity. Just my take on it.
3/11/2019 08:19:29 pm
Hi Sandro, thanks for the comment! I agree about the video interviews, that it has a negative impact on a candidate's interview process. Unfortunately this is the future and has wide reaching impacts to the job search process. I'm curious if we do ever hit that "labour shortage" that is talked about and how that would impact AI and automation of the recruitment process!
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