How can you make video interviews as effective as in-person interviews?

Of course you want to be familiar with the software to avoid hiccups, but ultimately the biggest factor in both virtual and in person interviews is selling yourself. Why you're uniquely qualified to solve the problems the hiring team is looking to solve. Don't miss the forest for the trees, focus your energy on detailing with relevant examples and supporting metrics how you meet the qualifications. Know the job description and be focused on detailing how you better than anyone else can achieve the goals of the role. Don't do anything you wouldn't do in person. Eating, texting, browsing, being distracted or inattentive. Look at the camera and convey the same demeanor you would in person.

This is very important, My recommendations will be to have a good knowledge over some of the most popular platforms such as: 1. Google meet 2. Microsoft Team 3. Skype 4. Zoom Most of those platforms works the same so its not that difficult to get use to and the most important part is to set-up your profile on those platforms in a professional way, I mean username "Gamerboy67" is not the guys who will get selected.

I would recommend below platforms for video interviews -- 1. G-meet 2. MS Teams 3. Skype 4. Zoom call 5. Cisco 6. Zoho 7. Zapier While using a video conferencing platform you must keep the below aspects in mind 👇👇 1. Availability of good internet connection 2. All the attendees must face the camera 3. You should be well dressed to face the camera 4. Use of hand gestures and smiling expressions to make video conferencing more interactive 5. If it's a group call, everyone should participate in discussion 6. Prepare MOM notes for future reference

* Use a stable, high-quality video platform with strong connections to minimize disruptions. * Prescreen audio/video capabilities and test beforehand. * Structure similar to in-person: set agenda, end with candidate Q&A. * Make eye contact by looking into the camera often. Use nods and smiles. * Avoid multitasking, and stay focused on conversation. * Use probing follow-up questions and natural pauses. * Watch for nonverbal cues that provide insights. * Take notes to stay focused and recall responses. * Explain the next steps clearly and ask if they have final questions. * Follow up with personalized feedback as you would in person. With the right setup and engagement tactics, video can enable insightful interviews.

One thing, I suggest from the recruiter point of view is a clear suggestion for candidates to test run the platform beforehand. This will potentially make the candidate a bit more conversant, eventually leading to a better technology output during the interview. Second point, I suggest for Recruiters to mention about a stable internet connection, in many cases the candidate can be logging from a café /car during the working hours.. So clearly mentioning the importance of stable internet connection is advisable. Third point - Request the candidate to use personal Hotspot rather than public wifi for the interview and keeping the camera on for better synergy during interview.

These steps can be added: 1. Ensure the internet connection works well. This has to be done in advance. 2. Closely monitor the body language and eye movements of candidates while answering. It gives some added clues. 3. Keep the interview session in right length. Lengthy sessions often create boring environment.

Video Interviews can be made effective by choosing the right Platform to use and ensuring stable Internet Connection for both Parties, because it can easily go wrong if the environment is not Conducive, Some of the tools i commonly Use includes but not limited to:- 1. Microsoft Teams 2. Zoom 3. Google Meet 4. Skype

Here are some tips to make a video interview more effective: 1. Choose a quiet, well-lit location for the interview. Minimize distractions, and dress professionally as you would for an in-person interview. 2. Maintain eye contact by looking into the camera rather than at the screen. 3. Use open and positive body language. Sit up straight and use hand gestures sparingly. 4. Ensure both parties have a stable internet connection, functioning camera and clear audio. 5. After the interview, provide timely feedback to candidates, whether positive or negative and keep them informed about the next steps. Effective video interviews can be conducted by implementing the above strategies.

I've been taking virtual interviews since the past 1.5 years. Here are a few things I've learnt along the way- 1.Choosing the right video conferencing platform- Zoom, Google Meet, Microsoft Teams etc 2. Testing your video, mic and speakers well in advance 3. Creating a professional environment 4. Establishing clear communication 5. Preparing interview questions well in advance 6. Promoting active listening and engagement 7. Sticking to the interview schedule and managing time effectively 8. Utilizing the advance options made available by video conferencing platforms- screen share, recording, AI companion etc. 9. Encouraging questions 10. Feedback and Evaluation 11. Follow Up

Create a video resume by first preparing an elevator pitch (ideally around 1-2 mins). 1. Your name and total yrs. of work exp/educational qualification (if work exp isn't applicable). 2. Enlist your work exp in a chronological order of the most recent one being first and the first exp being the last. You may give a one liner gist about each of your experiences or qualifications along with your achievements in that period. 3. State your short term and long term vision. 4. End with a note on what are you currently looking for and how can the viewer help you in this. Keep your background thoughtful by shooting your home workspace in the background. Keep practising to reach perfection so as to avoid any fillers in your video.

A video interview format could be as effective as an in-person interview. This is largely dependent on how the interviewer leads and manages the interview. The interviewer needs to be choose the right application to conduct the interview (MS Teams/Skype etc), provide prior instructions/guidelines to the candidate on the how to access/use the platform, establishing the rapport with the candidate in the initial part of the conversation so it creates space to communicate effectively with one another. Interviewers need the right training and guidance on how to conduct video interviews , most of all so they are able to provide the right environment for the candidate to showcase their full potential.

Video interviews can be as effective as in-person interviews but it totally depends on choosing the right technology/ tools and having a structured approach. After the selection of technology/ tools organization should provide guidelines to the candidates. Ensure the candidate is provided ample information about the position/ role to make the interview effective.

We can create an outline of every video interview, and the recruiter or any interview organiser needs to check that both, candidates and interview has the adequate knowledge of 1.Tool or Platform through interview will be taken. 2 Purpose of the interview 3.Prefer language 4.Proper internet connectivity 5. Moreover how many rounds and how many members will be seated in the interview panel. 6. HR should be there for any question, which candidate might have and the technical person in not having the proper answer.

While the basic etiquettes for any meeting is to be in a noise-free, well-lit, distraction/interruption free space, having been on both ends i.e as an interviewee and interviewer to showcase flexibility and make it as comfortable as possible for the candidate. I have seen people being uncomfortable switching on the camera because their background is not aesthetically pleasing, or constantly apologizing for people moving in background or noise. It is important to understand that not everyone has a WFH set up. They can be working in a make-shift office space. A one room apartment. Living near a busy street. (WFH is a boon and curse for some). Hence creating an environment that is more understanding than anything is highly crucial.

I normally arrange an interview using teams. I normally will start with a non-formal chatting i.e asking how their day? where are they staying at the moment or some relaxing topic a few minutes before I jump into my interview.

100%, I have done interviews where some candidates didn't take this step seriously. It end up costing them. Esp now as the world shifts towards remote, our online environment is equally important as our living room when we invite guest to our house.

List out following requirements to candidates and use the same for yourself for a smooth interview - Laptop/device with proper audio and camera Noise-free environment Professional background Professional physical appearance Test call before the interview to check on link ,audio and camera Calendar invite with all details - interviewer,timing,jd again if required Good speed internet connection Technical backups or alternatives in case of power or internet failure - charged laptop/mobile data etc. to finish the interview within given time

Setting the right environment for a video interview is akin to setting the stage for a productive conversation. A quiet, well-lit space conveys professionalism and ensures clear communication. Minimizing distractions underscores our respect for the candidate's time and focus. Checking technical aspects like camera angle and microphone volume is crucial for seamless interaction. Extending the same guidance to candidates ensures a level playing field. It's about creating an environment where both parties can fully engage and make the most of the interview process.

Tips for an effective setup: -It is always best to find a quite place to attend the interview without interruption. -Always test the internet speed, mic and camera. -Try to avoid interviews while in the car or while you are driving. -Always avoid crowded coffeeshops or attending an interview during a family or friends gathering.

As a recruiter, it is always recommended to make the candidate feel at ease by breaking the ice and showing a friendly attitude. Practice being kind, smile and show interest listening and interacting will make the best out of the interview. Interactive discussion and using a STAR methodology will get the best results. Also from my point of view, providing a positive candidate experience is as important as hiring the right caliber.

here are some tips to establish rapport and trust that I always tell myself and my team to push for: Active Listening: Practice active listening by focusing on the candidate's responses. Show that you value their input by summarizing their key points and asking follow-up questions. Empathy and Sensitivity: Be empathetic and sensitive to the candidate's perspective. Recognize that video interviews can be nerve-wracking, and acknowledge any technical issues or interruptions with understanding and patience. Personalized Interaction: Tailor your interaction to the candidate's style and preferences. Adapt your tone and style accordingly. Feedback and Encouragement: Provide positive feedback and encouragement during the interview.

The whole point is to onboard a great candidate. A lot of times depends on how the candidate receives the whole process(formal or casual) Interviewer should mirror the candidate’s pace to establish a sense of connection. Always start with an ice breaker, when relevant share anecdotes or experience that the candidate can relate to. Explain the interview process well and keep the candidate informed on your expectations. Engage in active conversations. Lastly conclude with constructive results and if you say you would get back… make sure to do so.

Treat a video interview as if it were an in-person interview. Dress in business attire. Free your desk of attention grabbers like cell phones. Turn off your computer alert sounds! This is where I would give a brief company overview and introduce yourself as the hiring manager. Askt he candidate for an introduction as well. Remember to make eye contact with the camera and don't have your head down taking notes the whole time to build rapport.

I would say that credibility is the basic thing on which trust, and rapport and everything else is built upon. None of those (friendly small talks etc) really matter if you are not seen as a credible interviewer who knows what they are talking about. If you don’t have this, the candidate will become reserved and will start thinking if they really want to continue. Always remember that an interview is a two way process. As for the non verbal cues, look for micro expressions and patterns. You can gather these if you have two interviews. Ideally, the second one should be face to face. If not, then collect the data from both interviews.

The techniques tend to be the same of a face to face interview, doesn't need to change much. The only point that it is important to check is the non- verbal cues and body language, which is harder to check, mostly if the camera covers only the face of the interviewed person. Nothing is going to replace the initial hand shake strenght or hand sweat, but in other hand, there is no reason for interviews to be delayed due to external factors...

Allow space for informal conversation and genuine connection. So often in virtual interviews we jump right into spiels and interview questions, and we don't leave room for small talk that naturally happens during in-person interviews. Leaving time for small talk (pets, weekend activities, hobbies, etc.), or looking for moments of connection, can make a big impact on the candidate experience and encouraging them to open up during the interview.

Nurturing a connection in virtual interviews requires a concerted effort to bridge the digital gap. It starts with a warm and respectful demeanor, using gestures like eye contact and smiles to convey engagement. Clearly outlining the interview process and its objectives sets the stage for transparency. Introducing a touch of informality with icebreaker questions helps candidates feel at ease. It's about creating an atmosphere where trust can flourish, ensuring a fruitful and meaningful exchange, despite the virtual setting.

1. Prepare your environment: Find a quiet and well-lit space for your interview. Make sure there's no distracting background noise or clutter. 2. Test your technology: Before the interview, ensure that your internet connection is stable and your video conferencing software works properly. Test your microphone and camera to make sure everything is in working order. 3. Dress professionally: Wearing professional attire will help you feel confident and make a good impression. 4. Maintain eye contact: Look directly into the camera when speaking, rather than at the person on your screen. 5. Engage with your interviewer: Show enthusiasm, actively listen, and respond thoughtfully to the interviewer's questions.

It's not the easiest to build a genuine connection and rapport with candidates when it's not in person, and in today's world, in-person interviews are not the norm anymore. Some of the things that are vital to creating that connection are active listening and proper research on the candidate you're interviewing. The call needs to be personalized on each candidate and not just a script. Some amazing AI tools like Metaview & Carv can allow recruiters to fully focus on the candidate and not spend the entire call writing notes and looking disconnected from the call.

For any interview, regardless of in person or remote, a structured and consistent approach is key. Very is a fully distributed company so all of our interviews are done through Zoom. Each time we are ramping a search, we take the time to define an interview plan and what is assessed at each stage. This ensures that we are aligned on the critical attributes for the role. With any remote environment, you want to set clear expectations of the output of the time together and the format so the candidate can prepare and frame appropriately.

Choosing questions for a video interview as an employer: 1. Role Relevance**: Focus on questions that directly relate to the job's responsibilities. 2. Skills Assessment**: Include scenarios or tasks to evaluate technical and soft skills. 3. Cultural Fit**: Ask about values, motivations, and teamwork to gauge alignment with company culture. 4. Behavioral Questions**: Use past behavior to predict future performance, e.g., "Tell me about a time when…". 5. Growth Potential**: Inquire about long-term aspirations and continued learning. 6. Logistical Details**: Confirm availability, remote work preferences, or any required tools. 7. Open-ended Queries**: Allow room for candidates to express themselves, revealing their thinking process.

Perguntas eficazes durante um processo seletivo são aquelas que nos permitem explorar as experiências mais relevantes do profissional avaliado e, consequentemente, avaliar como essas experiências se alinham com nossas necessidades de contratação. Elas incentivam o candidato a narrar situações e fatos que levaram a resultados específicos, destacando sua expertise de forma rica e detalhada na condução de atividades específicas.

A great recruiter is someone who knows how to ask the right questions to each candidate and get the most out of them. I find the best structure for an interview is a semi-structured one. A recruiter should come in with a set of competency-based questions that are relevant to the role, but they should also have some flexible space to probe deeper into questions and take the conversation a bit further. They should of course also know how to bring the conversation back on the right track.

Great point, I see so many recruiters slacking off here. Put time into knowing the candidate prior to the interview just like you want them to know about your company or client. Prepare questions according to what you find about them not just on their resume, but also, their linkedin activity, X activity and other online portfolios that they have share in public domain. Ask their interest, ask their hobby etc. GET TO KNOW THEM!

Make the candidate comfortable and not tense during video interviews. Have some ice-breaking questions ready which let candidates come out of interview fear and perform the best.Gradually dig deeper on functional aspects by asking some BEI or core functional questions.

This is similar to any other interview , the only issue might be people talking over each other, so straight questions and time to answer are needed, even if there are no delays on connection.

While asking effective questions is important, I'm going to take a different spin on this. It's also important that candidates ask effective questions. Pay attention to the questions they ask you and you'll often gain incredible insight into their needs, concerns, strengths, and potential shortfalls. If someone keeps asking you the same question during an interview, it may be an indicator that you're not communicating clearly or providing the information they need. Or, it may be an indicator that they have unresolved concerns about some aspect of the role. Listening to a candidate's questions will guide you in terms of what other questions you should be asking as well.

Crafting questions in a video interview is an art that demands precision and insight. It's about unearthing the depth of a candidate's skills and experiences. Open-ended, behavioral, and situational queries provide a canvas for them to paint their narrative. Active listening and follow-up questions show our dedication to truly understanding their capabilities. Allowing ample time for reflection ensures we capture their genuine responses. It's a dance of dialogue, where each question leads to a deeper understanding, forging a path towards the right fit.

Nobody should be asking what car a candidate drives, what toping on pizza they would be if they could choose one, or to be asked to make origami (Yes I've heard this one happened!). Take a performance based approach to asking questions about the candidate relevant work, ability to have success in trying times, and their career motivations to find the true keys to your next hire. Have a clear list set going into the interview so you are not shooting from the hip and when possible invite your HR contact to help you devise a best practice for interviews to ensure sure a fair and unbiased hiring process.

As a hiring company your first impressions have a lasting impact as much as the candidate's do. Remember this person took time out of their work and personal life to devote to an interview. The least you can do is address any major hurdles you find with their suitability and give them a chance to rebuttal. If the interview has gone well don't oversell it, but do leave with a deliverable on when your team will reply and what the next steps entail with your interview process. If they need to present you might take a separate call to prepare them if necessary as well. You should be selling them on the company throughout the process and even if they are not a fit leaving them with a good impression as online reviews could torch you.

Ending a video interview on a high note is about showing our gratitude for the candidate's time and interest. Providing constructive feedback not only shows our commitment to their growth but also offers valuable insights. Outlining the next steps in the process ensures transparency and keeps them informed. Inviting questions reflects our openness to addressing any lingering uncertainties. Following up with a personalized message reaffirms our appreciation for their participation. It's about leaving candidates with a positive impression and setting the stage for what lies ahead.

Post-video interviews, the evaluation process is a pivotal step in finding the right candidate. It's a holistic assessment, taking into account not only their skills and experience, but also how they resonate with our values and culture. Reviewing notes and recordings helps paint a comprehensive picture of each candidate's strengths and areas of development. Engaging with fellow stakeholders for input and insights adds valuable perspectives. It's a collaborative effort, ensuring we make a well-informed decision that aligns perfectly with our organizational needs and aspirations.

My experience towards virtually conducting interviews is bit different. Although, we are at home , we have to make sure that we have a proper office space which gives and impression to the candidate that conducting interviews is a serious matter for us. Secondly, making sure to be on time just to avoid any last minute hustle and start by apologizing for being late creates not a positive impact. Showing our excitement during the call is very important. Being empathetic , close eye contact, explaining every bit of interview process and having the right platform to use is essential for smooth process.

I also have some tips for recruiter to lead a video interview are: 1. Be well-prepared: Ensure the meeting platform to operate smoothly (e.g. setting up computer in a stable internet connection, sending an Interview platform guideline attached in the invitation email) 2. Be the host of interview flow: Join the meeting platform early to welcome and support candidate with micro/ camera test or just simply to say "Hello" to break the ice before the interview. Then, be the host to lead the interview conversation from opening to closing with professional attitude. 3. Be a brand ambassador: Be ready to share for candidate about the company culture, working environment, or answer questions related to HR. Hope my sharing may be considered. Thanks

Don’t let the professionalism slip! If you wouldn’t eat your lunch in front of a candidate during an in person interview, then don’t do it on Zoom.