In my opinion, these are the top Video Interview tips.
Top video interview tips
- 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 lanaguage. Plus, content analysis softward to analyse your interview answers.
How should you conduct your video interview?
Video interview tips
- 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.
Competency-based interviews are the basis of most graduate interviews, hence the need to read our graduate interview tips.
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!
Graduate Interview Introduction
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.
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.
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 an 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.
Getting the Basics Right
Quality Standards and Preparatory Steps
In all cases ensure that:
- 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.
Graduate Video Interview Tips
Salaries 5 years post graduation (so graduated in 2010/11)
|Medicine and dentistry||£46,600|
|Pharmacology, toxicology and pharmacy||£35,000|
|Physics and astronomy||£32,400|
|Architecture, building and planning||£32,000|
Here are some of the themes affecting graduate jobs in 2019.
Plus, in our opinion the latest personality test and situational judgement test trends.
Graduate Video Interview Tips
The graduate jobs market in 2019
Graduates face an increasingly challenging job market. According to the latest figures, 40% of graduates have failed to find graduate-level positions two years after finishing their degree. To help them select the very best candidates from an abundance of quality. U
Key Steps to Bespoke Personality Test Design
Next, and in consultation with our client, Rob Williams Assessment Ltd, used similar process for designing both the Talent Window and the Hire Window personality tests. The client then arranged for online trials with in excess of 100 members of the target graduate audience.
Graduate Video Interview Tips
Custom assessment outcomes
Rob Williams Assessment Ltd successfully applied the British Psychological Society’s best practice in personality questionnaire design.
Both bespoke personality questionnaire met the client’s aim of measuring the most commonly sought graduate personality traits.
Employers are increasingly using bespoke situational judgement tests (where the candidate is presented with scenarios and asked to select the best and the worst thing to do next) as a way to learn more about their character and attitudes to work.
Graduate recruitment trends in 2019
The increase in the number of graduate courses and the career benefits of having a degree have driven a huge increase in the number of graduates. There remains a limited number of vacancies each year on graduate trainee schemes.
Graduate Video Interview Tips
During the recent years of recession, the number of graduate entry roles became even more restricted; making graduate recruitment even more competitive. Microsoft, for example, received 15,000 job applications for each of its 150 graduate position in 2009. That year, the success ratio of applications to job offers was 1:100 at Microsoft.
This has created a “bottleneck” between the high number of recent graduates and the considerably lower number who are successfully placed on graduate entry schemes. Clearly, there are severe implications of such a challenging job market for graduates.
For employers too, there is a “war on talent” to find and sign-up the best possible graduates in the marketplace. It is a recruiters’ market, however most recruiters want to recruit the top echelon of high-performing graduates who are showing the best leadership potential, the most effective ability to work in teams, the highest levels of motivation and drive etc. SJTs offer an effective means of measuring each of these abilities and attributes.
Graduate Video Interview Tips
Situational judgement tests trends in 2019
Situational judgement tests (SJTs) have also become prevalent in graduate recruitment. These tests presents scenarios to applicants and asks them to select the best and the worst thing to do next. SJT’s are very popular in the United States due to their excellent record of fairness across different ethnic groups.
Video interview tips
Personality test trends in 2019
Candidates may also have to take a personality test as part of the recruitment process. There is a vast array of personality tests, which pose questions about a candidate’s behaviour and personal preferences. A typical question may ask whether you prefer attending parties or staying home with a good book. These personality tests help employers to determine whether a candidate has the right profile for the role.
Personality Tests Trend 2019 – Biodata questions
Personality biodata questions measure a variety of constructs, including attitudes, personality attributes, interests, skills/abilities, past events and experiences. An individual’s learning history is of particular interest.
Game based learning skills
The popularity of video games has drawn researchers’ attention in the exploration of the possibility of using video games to enhance knowledge, skills, and other personal attributes.
The idea of using games for serious purposes other than entertainment is called game-based learning. Advocates of game-based learning argue that well-designed video games represent solid learning principles. A fair amount of research shows that game-based learning is at least as effective as nongame conditions, such as class- room contexts.
In addition, when game-based assessment is designed following a principled design framework such as evidence-centered design or cognitive design system, the assessment is likely to have high validity and reliability.
Game-based assessment is essentially performance-based assessment. Tasks that require students to demonstrate their knowledge and skills by working through a task. Rather than a simple test of one’s ability to recall or recognize information, or supply self-reported information, performance-based assessment provides students with the opportunity to show their understanding and apply knowledge in meaningful settings.
Scholars generally support the use of performance-based assessment to measure and support twenty-first-century skills over conventional types of assessment such as multiple-choice questions or filling in the blanks.
Good games can provide an engaging and authentic environment designed to keep practice meaningful and personally relevant. With simulated visualization, authentic problem solving, and instant feedback, computer games can afford a realistic framework for experimentation.
Another key feature of well-designed games that can enhance learning and motivation is adaptivity related to providing appropriate and adaptive levels of challenge. Gee has argued that the secret of a good game is not its D graphics and other bells and whistles, but its underlying architecture in which each level dances around the outer limits of the player’s abilities, seeking at every point to be hard enough to be just doable.
Similarly, psychologists (e.g., Vygotsky) have long argued that the best instruction hovers at the boundary of a student’s competence. Flow is another name for this phenomenon. It is a construct first proposed by Csikszentmihalyi to describe an optimal experiential state that involves complete immersion in an activity and a deep sense of enjoyment. Flow represents full engagement, which is crucial for deep learning.
The vast number of data points that are now included in traditional, gamified and game-based assessments gives you more information to interpret, so you can make more accurate decisions about your candidates. Also, because the way each of us processes information and responds when we’re assessed is unique, it’s now possible to create a ‘psychometric fingerprint’ for each candidate. Knowing not only what score a candidate achieved but how they went about it can help you to prevent cheating and spot potential
My Practice aptitude test books
Firstly, Passing Verbal Reasoning Tests.
Secondly, Passing Numerical reasoning Tests.
Our Skills Resources
- Firstly, our Literacy Skills.
- Secondly, spatial reasoning skills.
- Thirdly, superskills.
- And also then our verbal reasoning skills.
- Then numerical reasoning skills.
- Also then video interview skills.
- Plus, Critical thinking skills.
- Then also, graduate skills.
- And also then, Game-based learning skills.
- Finally, Coaching Skills.