Video has become the go-to means of interviewing candidates throughout the pandemic, with Gartner research unveiling that 86% of organisations are utilising virtual technology to interview candidates. According to digital talent acquisition agency Beringer Tame, this is an entirely new way of interviewing for many and there a number of common pitfalls and advantages candidates must be aware of when interviewing via video.
Patrick Tame, CEO of Beringer Tame explains: “A good candidate will shine no matter the format of the interview. However, with recruiting via video set to become increasingly common practice, there are certain easy-to-fix areas that can elicit a negative response from interviewers. When in fact, done correctly, a video interview presents an opportunity to convey personality more so than a face-to-face interview. In order to leverage this, my number one tip to candidates is to try and treat the room as a movie set. That being said, background can be a double-edged sword.”
Patrick elaborates: “If a candidate’s background is untidy, it is likely an assumption will be made that the candidate is untidy and unorganised. In the same vein, if a candidate is applying for a creative job and the background is dull and boring, a question may be raised about their creativity. However, while a thought-out background can be effective for portraying personality, candidates must remember hiring managers will make assumptions based on the background. If a candidate is ever in doubt about what they should have in the background, I would always recommend a plain white background as it can be risky if the candidate isn’t confident in what they are trying to achieve.”
Camera alignment is another really important factor that should be considered prior to a video interview. Patrick continues: “It is really crucial candidates ensure that the camera is either above or at eye level, looking down at a hiring manager will trigger an emotional response. If the candidate is looking up at the hiring manager, it makes them feel more powerful and the candidate will come across subservient which is never a bad thing in an interview. Another really simple point to be aware of is the resolution of the video. There is no excuse for poor WIFI connection in this day and age.”
Patrick adds: “Pre-recorded interviews are another method of virtual recruiting that we are seeing an uptick in at present. What is important to note about a pre-recorded video interview is that there is a high chance that a hiring manager will watch a candidate interview a number of times over. As a result, pre-recorded interviews open a candidate up to a deeper level of analysis than a face-to-face interview would, and hiring managers are likely to pick up on the intricate details.
“If a candidate doesn’t come across right in a pre-recorded interview, there are technical issues, or the background setting isn’t suitable, there is less leniency from hiring managers as they were presented with an opportunity to perfect the interview. So, the effort a candidate has gone to with a pre-recorded interview is really indicative of how badly they want the job,” concludes Patrick.
In light of the impact COVID-19 has had on the job market, Beringer Tame has created ‘patricks-list’, a curated list of digital marketing and ecommerce professionals who are not currently working. If you are looking for work, join the list and Beringer Tame will promote you to potential hiring managers and share any relevant roles that come to the list, free of charge.