How you can get 9/10 candidate satisfaction from a video interview
To achieve a 9/10 candidate satisfaction rate from a video interview, you’ll need to focus on several key factors that contribute to a positive candidate experience. Video interviews are becoming increasingly common, and ensuring candidates have a great experience can make a significant difference in your hiring process.
Here’s how you can achieve that high level of satisfaction:
- Clear Communication:
- Provide Detailed Instructions: Ensure candidates receive clear and concise instructions on how to join and navigate the video interview platform. Include information on technical requirements, test runs, and support channels in case of issues.
- Technical Readiness:
- Check Equipment: Before the interview, make sure your own equipment is working correctly. Ensure that the video conferencing platform is stable and reliable to prevent any technical hiccups during the interview.
- Scheduling Flexibility:
- Accommodate Time Zones: Be mindful of time zone differences. Whenever possible, offer flexible interview scheduling options to accommodate candidates from different regions.
- Interview Format:
- Structured Interviews: Design a structured interview process that evaluates the candidate’s skills, experience, and cultural fit. Use a mix of behavioral and situational questions to gain a comprehensive understanding.
- Candidate Engagement:
- Interactive Interviews: Encourage candidates to engage actively during the interview. Give them opportunities to ask questions and provide insights about the role and company.
- Professionalism:
- Professional Appearance: Dress appropriately for the video interview, and maintain a professional background. This sets a positive tone and shows respect for the candidate.
- Empathy and Respect:
- Active Listening: Listen attentively to the candidate’s responses and acknowledge their experiences and qualifications. Show empathy and respect throughout the interview.
- Feedback and Follow-Up:
- Provide Feedback: After the interview, offer constructive feedback to candidates, regardless of the outcome. This demonstrates your commitment to their growth and development.
- Timely Response: Ensure that candidates receive timely updates about the status of their application and the next steps in the hiring process.
- Technical Support:
- 24/7 Support: Have technical support available 24/7 in case candidates encounter any issues during the interview. Quick resolution of technical problems is vital for a positive experience.
- Transparency:
- Be Transparent: Be open and honest about the entire hiring process. Inform candidates about the timeline, the number of interview rounds, and what they can expect in terms of feedback and follow-up.
- Respect Privacy:
- Data Security: Assure candidates that their personal data and interview recordings are handled securely and in compliance with privacy regulations.
- Continuous Improvement:
- Feedback Collection: Collect feedback from candidates about their interview experience. Use this feedback to make improvements and refine your video interview process.
- Personalization:
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- Tailored Experience: Whenever possible, personalize the interview experience by discussing specific aspects of the candidate’s background and how they align with the role.
- Candidate Well-Being:
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- Address Stress: Recognize that video interviews can be stressful for some candidates. Take steps to create a comfortable and welcoming environment to help them perform at their best.
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By focusing on these factors, you can create a video interview process that not only effectively assesses candidates but also leaves them with a highly positive impression. A 9/10 candidate satisfaction rate is a testament to your commitment to a fair, respectful, and efficient hiring process.
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Competition for candidates today is fierce. COVID, border closures, BREXIT, the last two years have created a global candidate shortage that’s hitting large organisations hard.
That’s why in today’s market, candidate experience is king. The consistent theme in all of my conversations with CHROs globally is how to improve candidate experience and get an edge on the competition.
However, the bottom line is ever present, especially in industries that are now in recovery mode. How can recruitment teams and hiring managers be expected to deliver a world-class, personalised and interactive candidate experience when they’re already stretched too thin?
The answer lies in human-centred technology with an experience that makes candidates feel valued and heard, while automating the components of the process that suck time out of your team’s day and extend the time to offer, losing candidates in the process.
Why Australia’s largest private employer turned to automation
With close to 1 million candidates annually, and a video interview experience that was sub-par for candidates and frustrating for hiring managers, Woolworths needed to drastically re-imagine their recruitment experience, making it more efficient and engaging.
How Sapia re-invigorated and streamlined Woolworth’s recruitment process
With a completely automated AI interview process, every retail candidate is interviewed by Smart Interviewer with Sapia’s Chat Interview chat. The automatically shortlisted candidates progress directly to Video Interview – a chat-based video interview that is reviewed by hiring managers who can then move straight to offer. It’s a seamless AI-driven process that’s designed to be fair and human-centred.
The results are simply fantastic
Candidate satisfaction has blown the team away – 9.2/10 for First Interview and an unprecedented 9.0/10 for Video Interview. Yes, you read that right – 9/10 for a video interview, from almost 9,000 candidates.
Completion rates for the video interview are above 75%, showing that candidates are happy to engage with a video interview that’s mobile-friendly, interactive and frankly, just works. Almost 50% of candidates complete both interviews on their mobile, making it easy for candidates to interview literally anytime, anywhere.
Here’s what Woolworths candidates had to say about their Video Interview experience:
“The chat makes you feel like you’re in a safe space – it gives everyone an equal opportunity instead of in person interview as people can get extremely nervous”
“I found the process to be reflective and I liked how they wanted to know about me”
“everything was amazing! by far the best interview system i’ve encountered! it allowed me be comfortable and be myself, it really allowed me to take my time with my responses rather than stutter over my words”
“It was great. I like the potential to retake videos and how quick you’ve responded. ”
“I felt really calm during this interview. Which I definitely would not be in physical interviews. I was able to really sort out my thoughts and express myself to the fullest. I really love this format of interviewing !”
Automating the end to end experience has given time back to extremely time-poor hiring managers, who no longer need to manage shortlisting or scheduling and can simply review the video responses of the top candidates as they come in. Smart Interviewer has video interviewed almost 9,000 candidates,
In some cases, candidates have moved from ad to offer in 24 hours – giving Woolworths an edge as they can move quickly to capture candidates who otherwise might have accepted offers elsewhere.
If you’d like to have a candidate experience as good as Woolworths, get in touch here for a product demo.
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