The system email inviting candidates to complete their video interviews should not be their first introduction to this remote interview method. We’ve put together this step-by-step best practice guide to set you up for success in candidate engagement.
- Full Disclosure. Mention that video interviewing may be used from the very start, even in job advertisements.
- Explain the Rationale. Information dispels myths or misinformation—outline why you’re using video interviewing and how the interviews will be assessed.
- Position within the Process. Candidates might assume that the video interview will be their first and only interaction with you. It’s essential to spell out its place in the process, e.g., it is replacing a less efficient screening method such as phone or first stage personal interviews.
- Keep Candidates Informed. Keep candidates in the loop regarding timelines to enable them to budget their time for your recruitment process.
- Sell the Benefits. While the idea of a video interview can be daunting to the newbie, don’t forget to reiterate the advantage of candidates choosing the time and place of this first interview. Automation gives more candidates access to the next stage of the recruitment process and is worth mentioning.
- Make it Personal. Editing the default invitation emails, having a real person as the reply-to email, branding your Sonru account, and uploading video introductions all boost the candidate experience and contribute to an improved employer brand.
Finally, take the time to attend your online onboarding session with your Client Success Manager (CSM). They have all the insider info and best practice tips on engaging candidates.
This article was created by Sonru Video Interviewing and included contributions and research gathered from Sonru clients and candidates between 2011 to 2020.
