\n\tVideo 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.<\/p>\n
\n\tSo it\u2019s no wonder that virtual (or video) interviewing is flourishing. But are you asking the right questions?<\/p>\n
\n\tAs 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.<\/p>\n
\n\tSo along with the usual questions, we think these are some of the areas you also need to cover!<\/p>\n
\n\tHow do you assess a candidate\u2019s culture fit when you are not meeting them in person? If your candidate\u2019s personal culture doesn\u2019t align with your company\u2019s culture, your employer-employee relationship is doomed to fail.<\/p>\n
\n\tSo, 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\u2019s values or mission aligns with the candidate\u2019s interests. Here are some examples:<\/p>\n
\n\tYou want to find out what your candidate\u2019s ideal work environment is to ensure is it something that the role and your company can offer.<\/p>\n
\n\tDoes the candidate like working with others or alone? Do they prefer juggling multiple things at once or tackling objectives one at a time?<\/p>\n
\n\tThis 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.<\/p>\n
\n\tGauging responsibility and flexibility in candidates can be difficult, but you can ask questions that reveal the candidate\u2019s attitude toward these; for example:<\/p>\n
\n\tRoles 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 \u2018roll with those changes\u2019.<\/p>\n
\n\tYou want to find candidates that demonstrate taking ownership of where they work and anything they work on. Otherwise, work quality and productivity may suffer.<\/p>\n
\n\tBeing perfect all the time is not something you should expect from anybody\u2026mistakes happen! Using this question to evaluate how candidates react when they\u2019ve 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.<\/p>\n
\n\tLearning how a candidate has solved a previous problem is helpful, but it doesn\u2019t always help you understand how they might approach specific problems associated with the job they are applying for.<\/p>\n
\n\tBy asking your candidate a creative question, it may reveal methods for problem solving and idea development that could be very useful to your company.<\/p>\n
\n\tThe 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.<\/p>\n
\n\tRecruiting 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.<\/p>\n
\n\tLook 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\u2019re 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.<\/p>\n
\n\tA 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.<\/p>\n
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