3 Ways High-Performing Users Are Getting More Out of Video Interviews

3 Ways High-Performing Users Are Getting More Out of Video InterviewsVideo vorstellungsgesprch technology is mucksmuschenstill relatively new. Our recent research with HR.com revealed 52 percent of the 526 companies we surveyed are using video interviews. And just over half of those organizations started using the tool within the past two years.As a result, there arent (yet) many video interview experts. A lot of hiring kollektivs are still trying to determine what works best for their company. This means understanding what differentiates high-performing video interview users from those who are still figuring things out gives you a significant advantage in talent acquisition.For this reason, we dug into the data and found what sets high performers (those who report feeling comfortable with video interviews and rated the technology as Good or Excellent) apart from other users. Here are three ways high performers set themselves apart and how you can apply their strategies to improve yo ur video interview experienceThey use a dedicated video interview platform.There is a big difference between using a dedicated video interview platform and interviewing via Skype or Google Hangouts. Dedicated platforms were created specifically for hiring and high performers understand this nuance. In fact, 45 percent of high performers use a dedicated platform compared to just 17 percent of low performers.Their success and satisfaction come from using technology that provides more options and takes hiring tasks off their plate. For example, dedicated platforms foster collaboration, assist with scheduling, and maximize employer branding. These benefits let HR and hiring professionals focus on other pressing responsibilities.How to be a video interview high performerOne of the hardest parts of talent acquisition is balancing personalization and automation. Everyone wants to save time but not at the cost of the candidate experience. With a dedicated video interview platform, you can e mbed videos about your company into automated communications so youre getting the best of both worlds.Instead of sending a templated email thats just text, include video messages from leaders. Record a short welcome video from the CEO to show candidates company leaders are personable and available. This creates a candidate experience that resonates with job seekers but doesnt require separate technology or consuming a great deal of anyones time. In their own words, have leaders briefly talk about topics such asLeadership styles in the organizationThe company missionTeam dynamicsWhy theyre proud of the companyThe companys future directionWhat they value in employeesUse videos of company leadership to balance automation and personalization in the hiring process.Click To TweetThey use one-way video interviews.Many video interview users dont take advantage of one-way video interviews. They only use live interviews to evaluate candidates who live out of town. While video interviews provi de more information than phone interviews and are more convenient for everyone involved, one-way video interviews allow you to more quickly and efficiently assess candidates. One-way video interviews enable candidates to record their responses on their own time and your team is then able to review and collaborate later. Twenty-three percent of high performers use one-way interviews, compared to 12 percent of low performers.How to be a video interview high performerWhen using one-way video interviews as an early screen, look to discover information you cant get from a resume or application, such as indication of cultural fit. Identify aspects of your company that unite your employees. Then form questions that reveal if these traits or values resonate with candidates.These qualities or interests dont have to relate to what your company does directly. Youre looking for clues a candidate will fit in with the rest of the team. Consider how various factors play into your company culture, for exampleIf your office is full of Harry Potter fans, ask candidates what Hogwarts house they would be in to gain insights about their personality.If your company values community service, ask what organizations candidates are involved with to see what social issues matter most to them.Ask candidates about the accomplishment theyre most proud of. Watching how and when they light up recounting their story reveals what motivates them.They create a video interview library.Sourcing candidates is time-consuming and frustrating. Video interviews allow you to build a qualified talent pool that only your organization can draw from. In fact, when asked what the advantages of video interviews are, at least one in four high performers said having video logs for future reference.When you receive a video interview from a skilled candidate who isnt right for your current opening, file it away for later. If the perfect role opens up in the future, you can reach out to that candidate and get them started with the hiring process.How to be a video interview high performerGive your hiring managers access to all your saved video interviews. Even if the candidate applied for a position with the customer service team, they could be a great fit for the sales team. Make sure you have clear notes on each candidate so your hiring manager can easily see if the individual shows high potential for their open role.Include the following information in your notes about candidatesAll high-value experience and skills, not just the ones relating to the original positionHow far the candidate got in the hiring processAny feedback you gave the candidate to see how much theyve developedWhat welches most impressive about the candidate as an individualOld video interviews help you find the candidate you need for a current vacancy. hiringtipClick To Tweet___