How To Conduct A Successful Video Interview

Avoid background distractions: Distracting background noises should be limited, and if an interviewer is conducting the meeting from his or her office, it’s best to direct all incoming calls to voice mail to avoid disruptions.

Dress for success: Interviewers may think they’re only visible from the waist up during video interviews, but you should always dress appropriately from head to toe. And be mindful of the background that’s within view. Lighting and windows can cast shadows. You also want to make sure there isn’t anything distracting or inappropriate in the background.

On the flip side, employers may also draw some conclusions about a candidate based on how that person is dressed or what is visible in his or her background. Red flags may be raised if someone isn’t dressed professionally or has questionable items in their recording space.

Check your eye contact: It’s tempting to check yourself out on the screen during video interviews, but remember to look at the camera instead so it appears you’re talking directly to the individual. And don’t forget to speak loudly and clearly into the microphone.

Test: Test your voice/microphone prior to the call if you can. If you can record a practice call try to view your body language too, and tone of your voice to see how you present yourself. This is the impression the candidate will get.

Because there is so much concern on technology preparation prior to a video interview one thing that is often overlooked in preparation for a video interview is how to conduct the actual interview – asking the questions and focusing on getting to know the candidate, which is different when done via video technology, says Nelson, who offered these additional tips:

Prepare questions:  At this stage you should have a pretty good idea of what your primary interests/concerns are for the candidate.  Prepare appropriate questions prior (behavioral, situational). Consider providing a case study or a specific open-ended question to the candidate prior to the interview with the expectation of the candidate presenting the answer during the remote interview process.

Plan and practice presentation: Remember, you are also selling the candidate on your company. They are judging you, and this is a different type of interview than most hiring managers and candidates are accustomed to.  If you plan to screen share a presentation, job description or resume during the interview make sure you are familiar with the process.  Consider recording a practice session.  You will notice subtle things that will make a difference in your presentation, such as eye contact – where it’s best to look directly at the camera as opposed to your computer screen.

“Practicing to make sure you’re comfortable with the format will ultimately make you appear comfortable and professional during the interview,” says Nelson.

Be aware of your environment: Try to conduct interview in a clean and quiet location with little or no distractions in the background. Consider the lighting in the room.  If you have a window in the background consider closing the shade to prevent backlighting that would put your face in a shadow and make it difficult for the candidate see you, so test prior to the interview.

Be Professional: Don’t allow a remote interview to cause you to relax in the way you conduct the interview.  Conduct this interview with the same level of professionalism and importance as you would a face-to-face interview. The candidate may already have concerns of being at a disadvantage due to conducting a remote interview as opposed to a face-to-face interview. Attempt to put those concerns to rest by showing the candidate that you are taking this interview seriously.  Dress professionally. Actively listen to the candidate. Remove yourself from any distractions – most face-to-face interviews are conducted in a conference room, consider doing the same for your remote interview.

Remember to smile: Put the candidate at ease by smiling early and often, says Nelson. “Remember, the interview process is a two way street. You’re interviewing the candidate with the intent of making a hiring decision.  The candidate is also interviewing you with the intent of making an employment decision.  Have the candidate leave with a positive experience.

At the close of the call, let the candidate know next steps – this should be part of your goodbye.

“Leaving a candidate hanging is just another notch in the candidate experience coffin,” says Thorn. “Technology, like video interviewing, should make the hiring process better, not make it worse.”