Give Candidates a Break in Recorded Video Interviews

Video interviews can be intimidating, so if you are an employer reviewing pre-recorded videos, consider giving candidates a break.

After all, applicants may not know some of the basics of video interviewing, such as what colors appear best on camera or how to light the room, but on the assumption that you’re hiring a person for a job other than video-interview-expert -- or an actor playing one -- it’s smart to be somewhat forgiving about the trappings of the video interview and to focus instead on the key question: is the person right for the job?

Remember that the applicant who appears like a frozen milkshake on camera might just be the best thing since sliced bread. The seemingly uncharismatic interviewee who has no clue how to make proper “eye contact” with the camera may just be George Clooney in person.

That said, there are certain things that are largely unforgivable in a video interview, such as an interviewee’s showing no knowledge (or interest) in the employer or in the field (ask yourself it the applicant has done even a basic Internet search about your organization), or giving a truly sloppy interview (in form or substance), or submitting the video way past the deadline (unless there’s a valid excuse beyond the standard “the-dog-ate-my-video”).

Also keep in mind that video interviewing is an amazing tool but, in the end, it’s just a tool. Employers who too hastily disqualify applicants for being nervous or unphotogenic on camera might just be, er, tools themselves.  

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Ziggeo lets you quickly and easily pre-screen candidates by watching their videos. Candidates simply record short videos of themselves for your own private viewing.