In between the hiring process, employee engagement, payroll, and administrative HR tasks, hopefully, you squeeze in moments to look at new tools to improve your day-to-day work. As you investigate new forms of HR technology, it’s important to know how much work is involved in each tool’s implementation.
Many tools tout their ease of use, but that’s only half the battle. To effectively begin with a video interviewing platform, for instance, there are three additional keys to successful implementation:
Get Team Buy-In
Before you commit to a video interviewing platform, it’s crucial to make sure your team recognizes how the tool will make their jobs better and easier. Understand video interviewing can replace your time-consuming phone screens, and increase your hiring efficiency by 5-7x. The best way to start using video interviewing is to begin with the first step: a test job.
When you are ready to implement video interviewing, you’ll want to have a few positions to test with. That way, you can check how video interviewing works within a variety of positions, from entry-level to popular positions, to hard-to-fill ones. Then set your hiring team (not just HR but all hiring managers) up for success by scheduling a training session with your video interviewing company. The best video interviewing platforms provide live training options, both on-demand and live. Training sessions give the hiring team confidence in using the video interviewing platform easily and efficiently. Additionally, video interviewing platform’s customer success teams have seen every application of their platform in action and can advise on video interviewing best practices. This training session will help you decide where video interviewing will live within the hiring process and a rubric for a bad, okay, good, and great video interview.
Make the Process Repeatable
Set up your initial video interviewing process to be repeatable from the start. This means clearly defining who is responsible for each step of the video interview. Everyone involved should have a specific process to follow with inviting, following up with, and reviewing candidate interviews.
Planning to re-evaluate regularly is an important part of making your process repeatable. When the time comes, get feedback from hiring managers and candidates on what worked well, what didn’t, and how you can make video interviews easily adopted by the rest of the organization.
To ensure your screening process is repeatable and bias-free, standardize it. Document the steps you go through to create the job ad, interview questions, video interview reviewers, and shortlisting process. Through this document, determine who “owns” each step of the video interviewing process, from actually creating the job and interview in the platform, to inviting and reviewing candidate interviews.
After each hiring project (or every few, as you get more and more used to video interviewing), reassess your video interviewing process with the help of your dedicated account manager. They will provide you with an assessment of your interviewing metrics, explain advanced features of your video interviewing platform, and can assist in brainstorming new ideas to make your hiring process great!
Personalize the Experience
Since video interviewing is still gaining ground in the hiring process, it might be unknown territory for some of your candidates. But this shouldn’t deter you from using a video interviewing platform. Remind your candidates there’s a person on the other end of the video interviewing platform by personalizing the experience and you’ll be surprised at the positive feedback you receive.
First, notify candidates about the video interview by outlining your unique hiring process before they apply. Setting the expectation a video interview will be part of your hiring process allows candidates to prepare appropriately, as many review the hiring process before they even apply. When you send a video interview invitation included resources like a help center, technical support’s contact information, and candidate resources created by your video interviewing platform.
Next, examine the video interview process. Within the candidate experience, find opportunities for personalization for your company. The best video interviewing platforms allow you to customize the colors and logos used on the interview, so the experience matches your brand.
To improve the personalization of the candidate experience, choose a service that provides candidate experience videos. These videos play automatically at the beginning and end of a candidate’s interview. For example, in an intro video, you would greet the candidates, introduce yourself, and thank them for applying to your organization. Briefly explain how the video interview helps them, as candidates, present themselves even better and sell themselves for the position. At the end of the interview, an outro video gives you an opportunity to personally thank the candidate and explain the next steps.
The last element of personalization you can add to your video interviewing process are video questions. These allow any member of your organization to ask candidates one of your interview questions on video. Asking questions on video give candidates the added benefit of understanding the tone of your question. Then, they can react more naturally so the video interview feels more conversational.
By following these guidelines you’ll be set up for success before you even send out your first interview. Your team will have a standardized, repeatable process that will allow them to adjust and improve the process as needed. Candidates will have a personalized experience that will help them show you what they have to offer. You’ll be well on your way to increasing your efficiency, hiring better candidates, and realizing the complete benefits of video interviewing.