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How to get the most from your applicants with video interview software

By 20 Aug 2020Jan 14th, 2022Best Practice3 min read

How to get the most from your applicants with video interview software

As a business owner, manager or HR professional you’ve probably already honed an interview style to extract the relevant information you need when interviewing candidates. With video interview software, however, things are a little different.

Interview software like Wamly provides a one-way interface where recruiters prepare a set of standard questions and invite candidates to submit a video interview.

While this eliminates the opportunity to ask follow up questions immediately, it is an ideal way to sift through large numbers of applications in the early stages of the hiring process. Those applicants who stand out from the crowd can be asked additional questions or invited for an in-person interview.

Video interview software comes with many advantages, but those who are new to it will need to take a few simple things into consideration when preparing for the interview and review process using Wamly.

Read also: How to avoid bad hires through one-way video recruitment software

Preparing your questions with video interview software

When preparing your questions you can create a mix of technical and culture-related questions to test a candidate’s knowledge and assess how they might ‘fit’ in with your company’s culture.

The advantage of video interview software is that you can specify time limits per question, effectively putting an applicant ‘on the spot’ to see if they can answer concisely and not ramble on forever. It also has an additional advantage over emailing questions because it ensures that the applicant him/herself is answering and not referring to a friend or expert for the answer.

Be sure to avoid bias

Although video interviews can be advantageous for applicants because they can interview at a time that suits them from the comfort and convenience of their own home, they still have to work hard to engage the interviewers because there are no human cues to let them know if they are being well received or not. While video interviews may come naturally for some candidates others might be intimidated by not having a human to interface with.

As the recruiter you need to take these factors into consideration and weigh them up against the job role. A sales person, for example, needs to come across as confident and enthusiastic, an IT technician less so – but in the case of the latter it’s more important to assess whether their answers are correct and in line with current trends.

Adding the human touch

Although the video interview is often your first point of reference – and a fast and efficient way to screen candidates – interviewing is a two way process. Be sure to inject the human touch by framing your question in a way that engages your candidates and offers a sense of your company culture. Likewise, keep in touch with applicants through personal emails that let them know where they are in the interview process.

Wamly allows you to store the interviews and notes you’ve made about candidates, so you can keep promising candidates details on file and contact them in the event that another opportunity arises.

By helping you to sort through a large number of candidates quickly and efficiently, Wamly enables you to hire the best person for the job – every time!

Francois de Wet

Ever heard of an Industrial Psychologist? Well now you have! Francois de Wet is the founder of Wamly, talent expert and former coach to many high profile corporates and CEO's. Fran is super passionate about recruitment and believes people are the heartbeat of every business. Read our founding story.