As remote work becomes more prevalent, video interviews have become a standard part of the hiring process. Conducting a successful video interview requires careful planning and execution to accurately assess a candidate’s suitability for the role. Here are some best practices for HR professionals on conducting video interviews and crafting questions that reveal the candidate’s potential.

Preparing for the Video Interview

1. Choose the Right Platform: Select a reliable video conferencing tool that is easy for both you and the candidate to use. Ensure the platform has features like screen sharing, recording, and chat functionality.
2. Test the Technology: Before the interview, test your internet connection, camera, microphone, and any software you’ll be using. Encourage the candidate to do the same to avoid technical difficulties during the interview.
3. Set a Professional Environment: Conduct the interview in a quiet, well-lit space free from distractions. Ensure your background is professional and neutral to maintain focus on the candidate.
4. Prepare the Candidate: Send the candidate detailed instructions on how to join the video call, what to expect during the interview, and any materials they should have ready. Include a backup plan, such as a phone call, in case the video call does not work.

Crafting Effective Interview Questions

1. Role-Specific Questions: Develop questions that relate directly to the skills and experience required for the role. These should help you understand the candidate’s technical abilities and problem-solving skills.
   • Example: “Can you describe a challenging project you worked on and how you managed it?”
2. Behavioral Questions: These help you gauge how the candidate has handled situations in the past, which can predict future behavior.
   • Examples:
     • “Tell me about a time when you had to deliver under time pressures. How did you handle it?”
     • “How do you work with difficult stakeholders that may not be willing to work with you or share information?”
3. Cultural Fit Questions: Assess the candidate’s alignment with your company’s values and culture.
   • Examples:
     • “What kind of work environment do you thrive in?”
     • “What type of management style do you work best with?”
     • “How do you take negative feedback?”
     • “Give an example of a time you delivered as a part of the team.”
     • “Why do you want to join us?”
4. Situational Questions: Present hypothetical scenarios related to the job and ask how the candidate would handle them.
   • Example: “How would you approach a situation where you have multiple deadlines but limited time?”

Conducting the Interview

1. Start with a Warm Welcome: Introduce yourself and explain the interview process to make the candidate feel comfortable and encourage open, honest responses.
2. Maintain Professionalism: Dress professionally, maintain eye contact through the camera, and avoid multitasking during the interview to show respect and attention to the candidate.
3. Be Mindful of Non-Verbal Cues: Pay attention to the candidate’s body language and facial expressions. Use nods and smiles to show that you are engaged and actively listening.
4. Take Notes: Jot down key points from the candidate’s responses to help recall their answers later and make a more informed decision.
5. Ask Follow-Up Questions: If a candidate’s response is unclear or you need more information, ask follow-up questions to delve deeper. This ensures you get a comprehensive understanding of their capabilities.
6. Provide an Opportunity for Questions: Allow the candidate to ask questions about the role, team, or company. This not only helps them understand the job better but also demonstrates their interest and engagement.
7. Close on a Positive Note: Thank the candidate for their time and explain the next steps in the hiring process. Provide an estimated timeline for when they can expect to hear back from you.

General Tips for a Successful Video Interview

1. Consistency: Use a structured format for all candidates to ensure fairness and consistency in your evaluation process.
2. Practice Active Listening: Focus on the candidate’s answers without interrupting. Show that you value their input by responding thoughtfully.
3. Stay Flexible: Be prepared to adapt if technical issues arise. Have a phone number handy to continue the interview via a call if needed.
4. Evaluate Soft Skills: In addition to technical skills, assess the candidate’s communication, adaptability, and interpersonal skills, which are crucial for remote work environments.
5. Allow Enough Time: Estimate and allow enough time for the interview plus 5 to 10 minutes for unexpected matters to ensure the interview is not rushed.

By following these best practices, HR professionals can conduct video interviews that are efficient, effective, and insightful, leading to better hiring decisions and a stronger workforce.