The market leader in both UK and US video interviews is Hirevue, which is why we have focused on Hirevue video interview tips.
Using video assessments
We specialise in designing highly predictive psychometric solutions. In particular, situational judgement test design, realistic job preview design, aptitude test design and personality questionnaire design.
We work across a wide range of sectors and job roles. Our tailor-made psychometric offerings are as unique as our clients’ organisations.
Our organisation prides itself on client satisfaction. We have many positive LinkedIn reviews from our big client projects.
Why not contact us today to see how we can assist your organisation in hiring the best potential talent for your organisation.
Using video interviews
Video interviews are completed virtually. Even via any candidate’s mobile. A video interview does then allow employers to drill down on a candidate’s employment value. Just as they would do in a face-to-face interview!
Get Your Setup Right
- For lighting, make sure your dominant source of light is in front of you. Positioning yourself in front of your light source will cast a you-shaped shadow over your video! Next, be aware of your background.
- Look for a space that is neutral, professional, and free of distractions. Last, make sure you know where your microphone is located on your device.
- This ensures you won’t accidentally cover it up, and you’ll know where to direct your voice to be more effectively heard.
Prepare Your Answers In Advance
- Whether you’re running a live or one-way interview, you and your team should craft a list of quality questions before the interview.
- These questions should be based on concrete job qualifications, and you should consistently use the same list for each candidate.
- Creating a structured interview process allows you to compare each candidate more objectively to one another, resulting in less biased hiring decisions.
Dress for a Face-to-Face Interview
- Video interviews often take place before a candidate has a chance to meet you in person, which means your video interactions set the tone for your personal and employer brand.
- Treat this interview as you would an in-person interview and dress professionally from head to toe. This will impress candidates and show them you’re serious about their interviews and the opportunity.
- Wearing an office-ready outfit will also keep you in a professional mindset, and you’ll be less likely to stray from your structured interview questions.
Our Virtual Work Skills Resources
- Firstly, our Literacy Skills.
- Secondly, Graduate tests.
- Thirdly, Graduate Jobs
- Plus Graduate Opportunities.
- Video interview tips.
- Interview Tips for Graduate STEM Jobs.
- Game-based assessment practice
Other Top Video Interview Platforms
Best Video Interviewing Software:
- VidCruiter: Best video interview platform with full recruiting suite
- SparkHire: A top interview platform for SMB and staffing
- myInterview: Easy to get started video interview software
- interviewstream: One of the first video interview platforms
- RecRight: Great candidate support
- AllyO: Great for high volume hiring
- OutMatch: Video interviews plus candidate assessment
Graduate Video Interview Tips – Do’s
Here are our Graduate interview tips do’s.
- Practice in order to pass basic maths and literacy tests.
- Dress appropriately.
- Aim to give a direct answer to each question.
- Place your laptop or mobile on a flat surface to avoid any jolting during your video interview.
Graduate Video Interview Tips – Dont’s
To be sure, some large firms are imposing hiring freezes or postponing filling roles. But many companies are avoiding pauses to keep business moving forward. That means job seekers need to be prepared for meeting their potential employers by video. “A video screen beats mask-to-mask interaction,” Kaplan says. Here’s how to prepare for a video job interview.
Here are our video interview tips don’ts.
- Do not miss the interview and then call to reschedule.
- Bring anyone else to the interview.
- Don’t give indirect answers to any question.
- Have a respectable answer for why you are leaving your current job.
- Do not answer your phone during the interview.
Our Video Interview Guidance Specialist
Hannah from Talent & Career is offering short Video Interview Guidance and/or Careers Guidance sessions, via Skype. Aimed at those students who have missed their guidance sessions because of the schools’ closure and also to any others who now have concerns about their plans in the light of there being no summer exams.
To book in please complete a contact form on Hannah’s website.
Also, make sure to read Hannah’s guest blog on Career Guidance.
Hirevue video interview tips
Even if this isn’t your first Hirevue video interview, remember that the same general face to face interview tips given above still apply. For example, always research the company and role you are applying for in advance.
Following your Hirevue video interview, successful applicants typically advance to a face-to-face interview.
Practice by recording yourself
Using your smartphone or computer, record yourself as you practice for your interview. Ideally, you want to have a friend or family member ask you questions so that the encounter feels natural, and so that person can also give you feedback. Speak in sound bites of about 20 to 30 seconds for each answer.
When you play back the recording, listen for every “um” and “you know” that you say unconsciously. Your nonverbal communication also needs to be paid attention to–posture, facial expression, how much you fidget. Make eye contact and smile.
Minimize technical glitches and maximize production quality
Too many technical glitches on your end will raise doubts about your capabilities. If you need a password, have that saved somewhere so that logging in isn’t trouble. Make sure to sign into your video conferencing system as early as you can and test the connection if possible. How is the connection? What is the video quality like?
Finally, have a backup phone number and an email address to reach out to someone in case the equipment fails.
Control your surroundings and mute notifications.
Don’t do a video job interview in your bedroom with the closet door open, or in the kitchen filled with dirty dishes. Make sure the background looks professional. Control the environment for potential noise and check around for anything that could be distracting; nothing except maybe a glass of water should be in the foreground of your interview, experts say.
Dress as if you were meeting in person
A big mistake people make during video job interviews is looking professional on top and wearing sweatpants and slippers below. During an interview, you might have to unexpectedly get up to lower the blinds behind you or grab a piece of paper. There’s also something about getting dressed that puts you in a more professional mindset for the interview.
CREATE YOUR PERFECT INTERVIEW ENVIRONMENT
Before you start your interview, first and foremost, you want to be comfortable. And since you can interview anywhere, find the place where you’ll be the most comfortable, and where you can enter the “zone.”
Remember, the employer will see and hear what’s goes on around you, so pick a spot to record that’s quiet and free from distractions.
And check your lighting. You want to make sure your lighting is in front of you since light from behind isn’t flattering. You want to find a room or location with decent lighting, so your face is clearly visible. If you’re sitting in front of a window during the daytime, close the blinds to prevent heavy backlighting.
Don’t worry about making eye contact with the camera. To maximize your comfort level, if you want, you can hide your video while you answer the questions.
PREPARE LIKE YOU WOULD FOR ANY OTHER INTERVIEW
In a HireVue video interview, because employers choose the questions they ask you, you’ll be asked common types of interview questions.
These are some common types of interview questions, and questions that show up frequently in video and live or phone interviews:
- Job Scenario Questions. In these questions, you’ll be asked what you’d do in a scenario you’ll probably see on the job. For example: “A customer has just gotten off the phone with another support representative and is angry. Describe what steps you’d take to calm them down.” You might also be asked to act out what you’d do. For example: “A customer has just gotten off the phone with another support representative and is angry. Describe what steps you’d take to calm them down.”
- Past Experience Questions. You’ll be asked to share a past experience and what you did. For example: “Tell us about a time you calmed down an angry customer. What steps did you take, and why?”
You can also research other common interview questions as you prepare. What’s most important is having a list of stories and experiences you can apply to different types of questions. Some of the places to find common interview questions include Indeed.and
Video Interview Game based assessment
Some interviews include a series of short games played within the HireVue interview platform. Each game takes roughly 3 minutes to complete and comes with its own instructions. Some of the games may remind you of “brain-teaser” type games. Other games take on a chatbot-like format where you respond to incoming text messages.
Different games have different rules, so be sure to read the instructions so you go into each game prepared and ready. When you begin, you’ll see a countdown starting at “3.” When the countdown reaches zero, start playing.
Some games require concentration and focus. Finding a distraction-free area, and playing when you feel awake and sharp, are the most important steps you can take to succeed.
SET ASIDE TIME TO PRACTIVE VIDEO INTERVIEWS
Practice makes perfect, and video interviewing is no exception. If you’ve researched common interview questions, and prepped answers, practice until you feel comfortable and prepared.
When you start your interview, you’ll be able to practice as much as you want within the HireVue platform. Take as much time as you need to get ready.
Most interviews take less than 20 or 30 minutes to complete. At a minimum set aside around 45 minutes of distraction-free time. It probably won’t take that long, so this is just to stay on the safe side. And know that, depending on the role, some might take longer.
No matter what job you’re interviewing for, set aside ample distraction-free time. This way you won’t feel rushed taking your interview and can be your best.
Hirevue video interview preparation
- Firstly, remember that many of the good practices you’re familiar with for face-to-face interviews will still apply. In particular, you will need to dress smart and to appear well-groomed. Also, ensure that you maintain eye contact as much as possible with the camera.
- Secondly, answer the video interview questions as concisely as possible. Make the most efficient use of the time available for each question. There will be a countdown timer, so use it as your guide!
- Finally, show some consideration for your video interviewing company. If it is a reputable, research-driven video interviewing company (such as HireVue) there will be software analysing your changes in facial expression and body language. Plus, content analysis software to analyse your interview answers.
– – – Hirevue Video Interview Tips – – –
Before conducting your video interview, remember to…
- Keep your camera steady
- Have your head and shoulders positioned square on to your camera
- Rest your camera on a flat surface
- Ensure that the room where you are conducting the interview is well-lit.
STEM Graduate Video Interview Tips
Games typically add around 10 minutes to the interview. And if you’re interviewing for a software development role, you’ll probably also be asked to complete one or more coding challenges.
Video interviewing on demand is gaining traction across industries as a better way to identify top talent. In this article, we’ll cover how to leverage video for the best talent, faster. Interviewing with an on-demand video is different than interviewing one-on-one. Since it happens earlier in the hiring process, tips and tricks associated with good interviewing are generally not applicable.
When considering what questions to ask candidates in an on-demand video interview, you need to establish what you want to learn from each candidate’s answers. Here at HireVue, we’ve identified five metrics you should consider when creating your on-demand video interview:
Hirevue Video interview tips
2. Communication Skills
The ability to communicate is consistently rated as the most valued “soft skill.” Employees who are able to effectively organize their thoughts and succinctly present them will be valuable in any role. Identifying the best communicators with on-demand video interviewing allows you to fast-track them through the hiring process before your competitors know what they’re missing. Many organizations are also starting to tackle the issue of data “siloing,” a problem that arises when departments do not share data with one another and are unable to make comprehensive decisions as a result. New hires without pre-existing departmental bias and stellar communication skills will play a huge role in dismantling these data silos.
Crisis happens; they are an unfortunate fact of life. Filling your talent pipeline with candidates who are able to quickly react to these situations as they occur will do wonders for the long-term health of your organization. At the end of the day, organizations need problem solvers.
HireVue Video interview tips
Motivation for the Job / Interest in the Company
- It should come as no surprise that applicants with only a passing interest in the position probably won’t be the best performers.
- Applicants who do their research, digging into the responsibilities of the role and where it fits in the structure of your organization are far more likely to produce results.
- Gauging interest is also beneficial when it comes to ranking applicants for pursuit.
- Candidates who are already employed and are only passively looking for work should be prioritized below those who are actively searching (and will be off the market quickly).
HireVue Video interview tips
Scenario-driven video interview questions
Questions that present a candidate with a given scenario and ask how they would respond are incredibly useful for measuring their ability to communicate and think on the fly. During on-demand interviews, HireVue provides each candidate with thirty seconds to prepare their response. Interviewees who put together comprehensive solutions in those thirty seconds and communicate them in a way that makes sense are going to be your star achievers. When asking questions like these, many organizations use video to present each scenario. Providing a visual element to these questions makes each scenario seem more realistic, and helps more visual learners align their thoughts.
What does this job / company do?
If a candidate chuckles when they see this question, it means they’ve probably done their research – and are very interested in the position. On the other hand, if a candidate starts to sweat (or blows it off entirely), you’ve caught an applicant with only passive interest in the opportunity. To the prepared, passionate candidate, this question is a walk in the park. They will relish the opportunity to show off their experience in the industry or depth of research in your organization. The unprepared, aloof candidate won’t fare so well.
Why did you apply?
This question is a passion-magnet. The easy answer is something along the lines of: “I have a great deal of experience in similar roles.” And while this answer is not bad, it probably doesn’t tell you anything new: chances are you have their resume. A passionate candidate will not only use this question as an opportunity to explain past experience, they will also explain what drove them to the industry (or why they’ve stayed).
HireVue video interview tips
Competency video interviews
Competency-based interviews are the basis of most graduate interviews, hence the need to read our graduate interview tips. Interviews that are structured around a set of competencies have been shown to be considerably more reliable and predictive of future work performance than the traditionally “unstructured” interview format. In fact competency-based interviews (CBI) have become such an established part of recruitment processes that it is not unusual to encounter candidates who have learnt their best competency examples by heart!
A well-conducted interview should form the basis of every selection process, but it does have limitations because no matter how skilled the interview process is, it can still only collect self-reported information from the candidate.
Thus, the most effective way of predicting job performance is to use a mix of assessments. In addition to a graduate interview.
Matching assessment exercises to the role and level
Graduate-level roles typically involve several online aptitude tests and a personality profile.
Managerial roles require a range of assessment exercises and psychometric tools. These are complex roles requiring a broad range of skills, knowledge and abilities involved. It is fairer and more professional for a company to use this multi-assessment approach.
Graduate Assessment Options
- Graduate interviews at Assessment Centres
- Group Exercise
- In-tray Exercise
- Fact Find Exercise
- Role Play design / Interactive Exercise
- Graduate Interviews and Graduates Interview Guides
- Development Centre design and development exercise
Graduate Interview tips
A well-conducted interview should form the basis of every selection process, but it does have limitations because no matter how skilled the interview process is, it can still only collect self-reported information from the candidate, for example:
The panel might ask a candidate to give examples of problems they have tackled and explore their knowledge of problem-solving techniques, but an assessment exercise which allows the candidate to demonstrate this ability in practice is likely to be more informative.
virtual assessment tips
Safer and Fairer
Additional methods of assessment can, therefore:
- improve the quality and quantity of information on which to base the selection decision
- allow candidates to demonstrate how they meet requirements, rather than relying on self-report and performance at interview.
No perfect method of assessment exists, but the most effective way of predicting job performance is to use a mix of assessment methods and look at the results in an integrated way to build up a picture of the candidate. At the simplest level, this may involve no more than looking at examples of candidate’s past work (e.g. for a post which requires experience in producing clear and concise Committee reports, or information leaflets, publicity materials or instruction manuals). At its most complex and sophisticated it might be a full Assessment Centre using a range of tests and exercises for Senior Management positions.
Graduate Panel Interviews
Panels need to decide if it is appropriate to use additional assessment techniques beyond the interview. Think about the job level, the pool of candidates you need to attract and the criteria you need to assess against. For many jobs, the interview alone will be the most appropriate approach.
- For many basic level operative and clerical jobs, particularly where there is a constant need to recruit, the best method is to use the Fast Track to Interview approach, where all interested job seekers are automatically invited to interview, helped if necessary to complete a simplified application form and interviewed against the person specification without delay as the only method of assessment.
- Recruitment initiatives targeting jobs to unemployed residents should not use methods of assessment beyond the interview unless this is strictly essential. The interview should be conducted in as informal and encouraging way as possible.
- It is not appropriate to use a battery of assessment techniques for jobs requiring basic level skills. Rather than enhance the outcome, this is more likely to put potential applicants off.
- Never use assessment tools for their own sake. Selection decisions will only be enhanced if the assessment tool is really needed to get at information that cannot be obtained otherwise.
virtual assessment tips
Quality Standards and Preparatory Steps
In all cases ensure that:
Never just reuse tests or exercises without reviewing their effectiveness in the past.
- The choice and construction of each assessment method flows from the requirements of the job;
- The Job description and Person Specification have been reviewed and are up-to-date
- Tasks in assessment exercises compare with tasks found in the job;
- Tests and exercises assess requirements for the job, at the right level to do the job
- When using a newly devised test or exercise, wherever possible pilot it with a group of existing employees in the area of work.
- Always offer feedback on test and exercise results.
Never just reuse tests or exercises without reviewing their effectiveness in the past.
Our game-based assessment resources
HireVue Game-based assessment
HireVue Video assessment
HireVue Video interview tips