- One-way virtual interviews allow candidates to complete a recorded interview without a panel being present.
- The software has been found to save companies as much as 80% of the time a company would’ve spent on hiring.
- Want to take your recruitment process to the next level? Here is how to start a one-way virtual interview process.
In a one-way virtual interview, candidates complete an interview that the software records without the panel being present.
The software prompts questions for a candidate to complete in a limited time frame, and once completed the company is alerted who can review, comment and rate it in their own time.
This has been found to save companies as much as 80% of the time they would’ve spent on hiring, as managers can review as many as 30 one-way virtual interviews.
How to start a one-way virtual interview process?
When embarking on the journey of a successful one-way virtual interview, it all begins with a crucial step: crafting a clear job description. This step is akin to laying the foundation for truly understanding the role’s requirements.
To achieve this, engage in a conversation with experts who possess an in-depth understanding of the role’s intricacies. These individuals are akin to architects meticulously planning a building, helping outline the role’s essential components.
Armed with these insights, you can proceed to construct an interview guide. This guide acts as your toolkit, containing questions that encompass all the facets highlighted in the job description.
For example, let’s consider a scenario where a company is seeking an operational manager. The interview guide would comprise pertinent questions. Some questions would delve into the candidate’s experience and knowledge, while others would explore skills that aren’t easily captured on a resume. Often, it’s these very skills that can make or break success.
Formulate questions that focus on the candidate’s ability to collaborate within a team or navigate challenging team situations.
Once the guide is ready, the next step awaits. As a Wamly user, you can then generate a form for candidates to input information crucial to you as the recruiter, such as age or gender. This form can also serve as a means to sift through candidates. For instance, if you are specifically looking to hire someone under 30 years of age, you can apply filters to these forms, eliminating candidates who don’t meet this criterion. This approach spares you the effort of reviewing candidates who don’t align with your preferences.
Additionally, you have the option to create a skills test using Wamly’s software. This test would feature a set of multiple-choice questions. To learn more about what a skills test entails, click here. This feature can also serve as a means to exclude candidates who don’t pass the skills test from proceeding to the one-way video interview. It’s important to note that this step is discretionary. Candidates can partake in a virtual interview without needing to complete the skills test, or you can choose not to include the skills test altogether.
Candidates receive an email containing a link to the one-way video interview—a platform for them to shine in their individual spotlight. Simultaneously, the company assumes the role of the audience, intently observing and assessing who these candidates truly are.
This setup is akin to a virtual stage, where candidates step forward to display their potential. On the flip side, the company serves as the audience, meticulously evaluating each performance.
When the virtual curtain draws to a close, the recorded videos become the reference point. The company undertakes reviews, analyses, and leverages these performances to inform their hiring decisions. This process effectively transforms these virtual encounters into tangible opportunities within the organisation.
Want to take your recruitment process to the next level with Wamly’s one-way video interview software? And you how to start a one-way virtual interview process visit www.wamly.io to register for a free Wamly account, or to find out more.