Video interviewing is here to stay - becoming more popular with some of the more tougher to fill roles, including jobs in manufacturing and education. Some companies are turning to the video interview across more senior titles too. With this growth in popularity, we’re learning the traditional process is definitely not a one size fits all. The best success stories behind some of these newer jobs always begin with a little bit of candidate coaching.
ERE Media wrote THIS article a few weeks ago explaining what candidate coaching is and how it can prevent companies from losing top talent. Coaching can be even more important with the video interview part of the process. A preliminary email, voice message or phone call before firing off that video interview invitation could be the trick to getting those unicorns in the door.
TOP TALENT IDENTIFIED → CANDIDATE COACHING → VIDEO INTERVIEW →
NEXT ROUND INTERVIEWS → OFFER DECISION
Better prep for less tech savvy candidates
Let’s face it, some people just aren’t as connected as others - sometimes checking their email inboxes once per week, or two! This is especially true for jobs in manufacturing or for entry-level jobs that don’t require working on a computer. Even when job seeking, it’s likely that these candidates just aren’t as plugged in.
One luxury hotel brand experienced trouble with getting candidates to respond to On-Demand invitations for a Recreation Attendant role. We learned candidates simply weren’t opening the email because they weren’t checking their inboxes. Now, recruiters place a quick, unscheduled 5 minute phone call to those candidates before sending the video interview invite. It may seem like a lot of extra work, but they’re still saving a ton of time from not having to schedule and conduct 30-minute phone screens. Plus, video interview response rates have risen by about 15%. Still winning!
Build more complex video interviews
Recruiters are becoming much more comfortable using video interviewing outside of their entry level and volume-based hiring. Chicago-based mortgage company, Guaranteed Rate even screened their Chief Marketing Officer candidates using TTI’s On-Demand platform (talk about senior!)
School districts are particularly seeing an opportunity to kill the common demo lesson interview round by including it as part of the digital interview for teachers and principals. Recruiters with Oakland Unified School District send a preliminary email before pushing out the TTI invite. This email details information about a 5 minute demo lesson candidates are required to do in the final video interview question. The email outlines what candidates should and shouldn’t do in the more complex demo question. By the time candidates reach that response in the actual interview, they’re fully prepped, and they’re crushing it. Coaching at its best!
Enhance the candidate experience and your company brand
Take the Interview gives companies the opportunity to brand themselves through video and customized landing pages. Often times however, this requires some work by communication or marketing teams to create that engaging content. For some companies who don’t have these resources, a branded message (delivered via email or voicemail) that outlines the process before the video interview invite, does the trick.
Some companies including Philz Coffee are even using text messaging with gifs to engage with candidates and to set expectations upon apply. It’s a creative way to ensure candidates are better prepared for the interview process and know what to expect from initial application review to offer decision. Plus, that personal touchpoint goes a long way in communicating company culture and brand. Getting personal!
Take the Interview is actively thinking about how we can help recruiters holistically solve problems related to candidate coaching, communication and engagement. For more on the brand new candidate communication platform we’re building, please email email@example.com or contact your customer success manager directly.