One of the objections we often hear from recruiters who are apprehensive about using online interviewing software is that candidates might not like it. They might not want to complete an interview online, but candidates don’t want to jump through extra hoops. In other words, candidates might see it as a hurdle rather than an opportunity.
Here’s the truth. If you use online interviewing software the right way, your candidates will absolutely love it. At Vervoe, we have collected feedback from thousands of candidates about their experience, so we know exactly how they feel about doing interviews online. Here are the lessons we’ve learnt along the way.
Emphasize the opportunity
The number one thing you can do to make candidates embrace your online interviewing software is show them that it’s an opportunity to put their best foot forward. It’s an opportunity to succeed, not fail.
Instead of being screened based on their résumés, candidates are given the opportunity to showcase their talent online. All of them, not just the ones who look good on paper. Candidates who know they can do the job should feel confident about the opportunity to prove it.
You can easily convey this sentiment to candidates by emphasizing the importance of the online interviewing stage. Rather than being an extra step, the online interview is replacing some of the traditional steps like phone screens and, in some cases, in-person interviews. Don’t be afraid to highlight this to candidates.
Sell the job
The more excited candidates feel about the job, the bigger the effort they’ll make. It’s common sense.
Orica, the world’s largest explosive company, delighted candidates for its graduate program by creating a branded video that showed candidates what it would be like to work at Orica. This made candidates feel welcome and incentivized them to invest in the process. In addition, Orica consolidated multiple steps into one to simplify the process and make it easier for candidates.
As a result, 86% of candidates completed Orica’s online interviewing process.
Don’t overdo it with video
Many people don’t like recording themselves on camera at the best of times. Now imagine what it’s like for a candidate experiencing online interviewing software for the first time. Or for a candidate who might be shy. It can be daunting.
A mistake we see recruiters making too often is requiring candidates to answer too many questions using video. We discovered that when there are more than three questions requiring video answers the completion rate decreases by 17%. The sweet spot is one or two questions with video answers.
The other big mistake we see is requiring a video answer for the very first question. Candidates feel more comfortable if they can ease into it, so it’s best to start with a question that’s fairly simple. You can work video in the process a little later.
The final video mistake to avoid is placing unreasonably short time limits on questions that require video answers. There is usually enough pressure as it is with videos, even without a time limit.
Brevity will be rewarded
One of the biggest benefits for candidates of using online interviewing software is convenience. Instead of taking time off work to attend in-person interviews, only to then be rejected, candidates can respond in their own time. It’s all about making it easy for candidates.
The more friction there is in the process, the less candidates are likely to participate. Nobody likes arduous form filling, so it shouldn’t come as a surprise that candidates dislike unreasonably lengthy interviews. While it’s ok to ask candidates to undergo rigorous skill testing towards the end of the process, the first stage immediately after candidates apply should be short and sweet.
If you implement these simple, yet effective, measures, your candidates are much more likely to invest in your hiring process.
