In the last week we introduced the guidelines and tips for creating a video interview guidelines given. Today, it is intended to replace with a Best Practice more concrete werden.Da our customers with near-video interviews the typical phone conversation in the preselection, we want to transform the issues of this telephone conversation in video interview questions.
Reminder: How should issues video interview be?
You should be as specific and clear as possible, and leave no room for interpretation. They should capture the actual performance of the candidates and always include the context. You can more information on this second point read here .
In practice, this might look like this: (to enlarge click on the picture)
Are shown in the lower left figure the original question (eg from telephone interview) and right a way how this question could be submitted in time-shifted video interview and what skills you system checked so.
Keep in mind the following in mind: „What I want to know exactly? What demands could make the candidate in person? I Consider this in advance in the video interview? „
Why all the effort?
Would not it be much easier to simply perform a telephone interview as to conceive all these questions?
Of course, setting up this interview questions at first requires more work. But the effort is only the beginning: Just think how much effort, time and money can be saved in the following steps:
- standardized process : J eder candidate gets the same questions. For you this means: Candidates are comparable. For the candidates, this means that everyone has an equal chance of success (fairness aspect)
- faster decisions : a result of standardization. You store per site, the questions only 1 time in the system – done! Within days, they have the video answers your candidates and decide which candidate is qualified for the next selection steps. No comparison to the effort in the coordination of telephone conversations …
- accurate selection of candidates: The questions varied skills system checked (professional skills, foreign languages, soft skills, motivation …) and give a reliable picture of the candidate suitability.
I hope the exemplary interview guide was useful to you. For questions you like to use the comments or send an email to