Much has been talked about video recruiting lately, but the impact? Nobody talks about it. The recruitment industry is flooded not with just the experienced professionals but also fresh graduates who might be associated with a brand but do not know exactly what to ask from candidates in video interviews. Wrong questions lead to wrong answers. The ultimate loss is the loss of best talent and company’s time.
When we talk about interview questions, we must comprehend the difference between a personal interview and video interview. The subtle difference between the two ways of interviewing can make you a better recruiter or a bad hiring manager. You might ask the wrong questions or questions, which should not be asked at all.
6 Right questions to ask during Video Interviews
‘The Best Way to Judge Begins with the Best Way to Question’
Therefore, taking a leap into the advanced recruiting platforms, CareerBuilder has put forth the right way to conduct video interviews. Take a glance below and understand what exactly you should be asking from candidates through a video chat and ensure successful hiring:
Q1. “What is your story?”
While, this may seem like a question that would require a long speech, make it a little creative by giving candidate a time of just 3-4 minutes to answer this question. Saved time? You will also get to know how ideal the candidate is in expressing his/her views about himself, his career journey, professional traits in a couple of minutes.
Q.2 “Why you want this job & why should we hire you?”
Tell your candidate to answer this question in two points only. This would reflect how crisply the applicant is able to express what makes him really passionate about the role and that one quality, which makes him the right fit for the company. In a very less time, you would be able to judge whether he or she is eligible to be called for the final round of interview.
Q.3 “How do you evaluate success?”
This question would help you analyze where does the candidate place himself in his career and what exactly is his ultimate objective in choosing the role he has appeared for. In addition to this, the candidate will have complete freedom to demonstrate his career goals and how he values success in his professional, as well as, personal life. For example- a candidate may answer, “I aspire to become the VP of your Digital Marketing Team.” That’s a quite daring answer. However, this would only demonstrate the zest of the applicant, who has planned his ultimate success.
Q4. “Are you scared of a face-to-face interview at our organization?”
That’s a tricky question, asking which can immediately help you assess the expressions of the candidate. The applicant is already giving you an interview, the only difference is the personal touch. Well, if a candidate is confident, you will find it with the way he would express this witty question. Evaluating communication skills basis confidence are important prior to making a hiring decision. Not every skilled candidate is the right fit for your culture. However, if a candidate has confidence to deal with unexpected questions, s/he would certainly get through whatever comes his way at workplace, once hired.
Q5. “What knowledge you can add here from your previous company?”
While, most employers usually ask, “Why did you leave the previous company?”, which compels a candidate to reveal the negative side of the picture, asking this question would help you have an unbiased answer from the point of view of the candidate. This would also allow the applicant to share which are those positive things he learned in his previous company that can further be extended and add value to your company. After all, you need the best talent- not just for the job role, but for the organisation as well.
Q6. “What type of environment do you work best in?”
Every organization has a culture of its own. However, the choice of every job-seeker is distinct. Some hunt for a flexible work culture and some are open to challenges, which do not come with a timeline. With the help of this question, you can get the insight about the candidate’s mind and assess whether s/he can fit into your work culture or you can provide the environment, the applicant might be anticipating from your organization. If a candidate says, “I am unavailable as soon as I leave from office“, is the simple way to judge s/he cannot be a dependent employee.
Video interviews can go a long way in assessing candidates on the basis of the responses they deliver. However, the right picture about the candidate can only be figured out if the right set of questions are conducted. Let it be a long chat, but a valuable one, which could help you make the best hiring decision.
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