Are you asking the right questions in your video interviews?

by Louise Della-Negra

Video interviewing technology has become very easy to use and is quite inexpensive compared to candidate travel.  With developments in modern technology, more and more people have access to high quality video recording equipment with digital cameras, cell phones, tablet devices and computers.

So it’s no wonder that virtual (or video) interviewing is flourishing.  But are you asking the right questions?

Asking the right questions

As you already know, for any interview to be effective you must ask the right questions to find out if your candidate is a good match for the job and your company.

So along with the usual questions, we think these are some of the areas you also need to cover!

Culture fit

How do you assess a candidate’s culture fit when you are not meeting them in person?  If your candidate’s personal culture doesn’t align with your company’s culture, your employer-employee relationship is doomed to fail.

So, you need to ask questions that reveal what your candidate values most in his or her personal life, in a career, and in relationships.  Seek out points where your company’s values or mission aligns with the candidate’s interests.  Here are some examples:

“What type of work environment are you most productive in?”

You want to find out what your candidate’s ideal work environment is to ensure is it something that the role and your company can offer.

“How do you like to work?”

Does the candidate like working with others or alone?  Do they prefer juggling multiple things at once or tackling objectives one at a time?

“If you could have lunch with only two of your previous co-workers, who would you choose and why?”

This kind of question is well suited for a video interview, as the candidate only has to talk to you about the ideal people they like working with.  Meaning, this question can be used to determine how the candidate will fit with the team you already have.

Responsibility and flexibility

Gauging responsibility and flexibility in candidates can be difficult, but you can ask questions that reveal the candidate’s attitude toward these; for example:

“How open are you to the idea of doing things outside your job description?"

Roles expand over time and job descriptions change!  As the employer, it is much simpler to acknowledge that duties can change and find out if your candidate will ‘roll with those changes’.

“Tell me about a time when you were asked to take on a project that was outside of your job description. How did you handle it?”

You want to find candidates that demonstrate taking ownership of where they work and anything they work on.  Otherwise, work quality and productivity may suffer.

“How did you deal with a big mistake, and what did you learn?”

Being perfect all the time is not something you should expect from anybody…mistakes happen!  Using this question to evaluate how candidates react when they’ve made a mistake and the responsibility they take for it, can also tell you a great deal about how the candidate approaches setbacks and how they deal with high-stress situations.

Problem Solving

Learning how a candidate has solved a previous problem is helpful, but it doesn’t always help you understand how they might approach specific problems associated with the job they are applying for.

By asking your candidate a creative question, it may reveal methods for problem solving and idea development that could be very useful to your company.

“What are three other ways to approach this challenge (provide scenario)?”

“How would a five-year-old solve this challenge?”

“Tell me about a time you lacked the skills or knowledge to complete an assignment. What did you do?”

The candidate has the opportunity to demonstrate how their thought processes work when describing a scenario or formulating a solution.  Also, using creativity questions can help you predict if candidates can help with brainstorming a new idea into your company.

Our final suggestion…

Be aware of any red flags?

Recruiting can be an endless process to attract and retain the right talent, so you want to hire candidates that are a good fit for the positon and will stay with your company for the long haul.

Look at more than just the responses of the candidate, analyse their non-verbal cues.  Do they seem upbeat and enthusiastic?  Or do they seem like they’re only going through the motions?  Look for someone who has energy when they speak and who avoids fidgeting or moving around too much in their seat.

A video interview is especially helpful in showing a candidate's thought processes when answering questions, and providing a virtual understanding of what it might be like to have them on your team.

 

For further information, contact Dixon Appointments on 03 9629 9999.

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