The success of your organization depends on the quality of the people it hires. Perhaps the most important decision your organization makes about an employee is the initial hiring decision. The role of a job interview is important in getting to know candidates in a more personal way beyond the information provided in an application or résumé. Conducting effective interviews is critical to ensuring your organization continues to bring talent into the company and helping your organization achieve its goals, starting with selecting candidates who possess the skills you need.
Interviews also impact your organization’s brand and reputation as an employer. To be effective, interviews should both evaluate and recruit candidates at the same time. The interview can influence a candidate’s opinion of your organization and impact a candidate’s decision to accept an offer from your organization. Interviews must provide candidates with an efficient, respectful, fair, and effective experience. It is often said that candidates could be your customers or refer customers to you, so it is important to treat them accordingly.
The key to behavioral interviewing is to concentrate on a candidate’s previous work experience by formulating questions about specific examples that demonstrate certain behaviors in addition to knowledge, skills, and abilities (KSAs) relative to the job. The premise behind these situational judgment questions is that past behavior predicts future behavior. Behavioral interview questions are direct, precise, and generally include follow-on questions that require detailed responses about job-specific situations.
The goal of using a structured interview methodology is to standardize the question set for all candidates for the same position and to apply consistent criteria for evaluating those candidates. This helps mitigate discrimination concerns by evaluating applicants using the same set of pre-determined questions and assessment standards.
By utilizing video interviewing, employers can ensure that the same script of questions is presented to all candidates for a position. Asynchronous interviews (one-way recordings) or synchronous (live two-way interviews) may be used. Standardized and vetted questions, along with defined evaluation criteria, help create a process for hiring managers that is both effective and compliant. Training hiring managers on how to implement this process is also imperative in ensuring consistency.
The nature of video interviewing generates the additional benefit of efficiency. It eliminates the challenge of scheduling an interview time that is convenient for both the candidate and the employer. Since the interviews are recorded, the hiring manager can watch them later or share them with other hiring managers if the initial position has been filled. Productivity improvements abound with video interviewing!
For more information about our Video Interviewing feature, behavioral interview guides, or behavioral interview training, please contact your Cadient Talent Client Representative. Additional articles about interviewing tips can be found in the Resources section of our website.