Frequently asked questions

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General

What is video screening?

Video screening is an extra step in the recruitment process. It is the link in between the written application and the personal interview.

Why do a video screening?

Video screening gives the company an opportunity to get to know more candidates, while the candidates get an extra chance to make a good impression.

The futile personal interviews are avoided, while you create a better chance of inviting the best-qualified candidates to the personal interview.

Can video screening be used even though the company has their own recruitment system?

This platform is independent and just an extra step in the recruitment process. It can therefore be used no matter what recruitment system the company has.

It cannot be integrated with the recruitment system, but the candidates can be invited directly through or outside the platform.

How to get started?

Test, single purchase or subscription?

The need of the company is crucial, when deciding what to purchase. How often do you recruit per year?

Click here and see what package will suit your needs.

Create a video screening

It takes no longer than 30 minutes to create a video screening.

When logged in, just click “My post”. From here you can create a video screening by completing 6 easy steps.

When to start the video screening?

The candidates can be invited as soon as you get their applications. By doing so you keep momentum in the recruitment process, and keep the candidates engaged, so they won’t be tempted with other job opportunities.

You can also wait until all of the applicants have hit the finish line and invite them all in at one time.

How many days should the candidates have to respond?

According to our experience, 3-4 days is optimal. It ensures momentum in the process and gives the candidate plenty of time to prepare and complete the video screening.

How many questions should be asked?

When starting a video screening, you would want learn as much as you can about the candidate, so the true talents are spotted.

Conversely, it is a screening – not a personal interview – so ask only the number of questions necessary in order to choose the right one for the personal interview.

Our experience is that 2-4 questions are optimal.

Remember to define a time limit

It is important to define a time limit on each video response. You wouldn’t want to see long answers and furthermore it is an important qualification to be able to answer a question with precision.

Set a time limit on max 60 seconds for each question.

If the question is case-oriented it could make sense to provide the candidate with more time.

How to invite the candidates?

It is possible to invite the candidates directly from this platform but it is also possible to send the invitation through a mail with a link to the video screening within your own recruitment system.

Either way, this is chosen when creating the video screening.

What to write, when inviting the candidate?

The invitation should bring joy over the fact that he/she has been selected to the next round, but it should also create reassurance over the process. And of course, the invitation should provide all of the necessary practical information.

Here is an example:

Dear Applicant,

You have applied for the position as XXXX at XXXX and your application has caught our attention.

You have been chosen to proceed to the next round, which is a videoscreening. The idea is simple: You get the chance to tell a bit more about yourself, and we get the chance to get to know you a bit more.

When you click on this link you will meet X questions, which you must answer on video.

We are more interested in what you say, rather than how you make the video. So don’t spend a lot of time making a creative video. Use your webcam or your phone and get started.

The deadline is the (Insert date), but don’t hesitate to upload your videos. The sooner you answer, the sooner we can move on with the process.

We are looking forward to seeing your answers.

Kind regards

More to conduct the screening?

More reviewers can be added directly when creating the video screening.

If a certain colleague isn’t automatically here, he/she must first be added as a reviewer. This can easily be done after making the video screening.

What to do, when the candidates have send in their video responses?

When a candidate has send in their video responses, the concerned reviewers will receive a mail.

Every reviewer can independently of each other review the candidates through a rating system divided in three categories. Furthermore, it is possible to add comments on every candidate, which is visible for the other reviewers.

How to communicate with the candidates?

It is possible to communicate directly with the individual candidate, but it is also possible to write to a larger group at once.

Typically, you would write a nice rejection mail, which can be sent to all of the “red” candidates. Maybe, the group of “yellow” candidates should be informed to wait until further notice before the final decision. Normally you wouldn’t write collectively to the “green” candidates, who shall be invited for the personal interview.

Data security

Who has access to each of video screening?

Only the profile of the company is able to see and edit the video screening.

The concerned reviewers will also be able to see the videoscreening, but they won’t have access to edit.

Who can see the candidate’s video answers?

Only the company concerned and the chosen reviewers are able to see the candidates’ video answers.

For how long are the videos saved?

According to the law on data protection, companies are only allowed to save the videos for six months.

What the candidates do

When the candidate receives an invitation

When the selected candidates are invited, they receive an e-mail with a link to the video screening.

Here they are asked to create a free profile. When the profile is created, they can begin the video screening and see the questions concerned.

When the candidates respond to the video screening

The candidate is able to see the questions without answering them immediately. When the candidate has uploaded the videos and approved it all, it is no longer possible to edit.

There shouldn’t be a focus on making a creative video. Instead the focus should be on what the candidate says. Therefore it is possible to either record directly from a smartphone or webcam, but it is also possible to record a video with any device and upload the video later.

After the candidate has responded to the video screening

When the candidates have answered the video screening, they will receive an automatically generated e-mail as their receipt.

At the same time the company profile and the selected reviewers will receive an e-mail that a new candidate has responded to the video screening.

Good advises

Who to invite to the video screening?

Three different strategies can be followed.

The first is to invite all of the applicants to the video screening. This strategy is often used for jobs where education and experience is less important and therefore you don’t have much to screen them on. It could be positions as apprentice, jobs in retail or restaurant and hotels etc.

The second strategy is to select a gross group of potential candidates. It could be 15-20 applicants. The goal is to get to know more candidates than you would by doing the personal interviews. Furthermore, you will sort out the candidates who are not a fit for the position.

The third strategy is the very selective one, where video screening can be used as a logistic advantage. It can be difficult to meet if there are more decisions makers, maybe even from different offices or countries. Here video screening can be used as a qualification, so the personal interviews can be limited.

What questions to ask?

This is the most essential part of the video screening. The better the question, the better chance of making the right choices.

The questions should provide a better understanding of some of the main competences that you’re looking for regarding the candidate. At the same time you should avoid asking questions that provide answers, you already know. Therefore there is no need for asking about their former work experience, since it appears on their résumé.

The questions can be divided into different categories:

Personality
Questions that cover whether the candidate is verbally strong, has a good energy and is well functioning in an interaction with for example a customer.

Example
Tell us about something that you have a passion for.
It can be work related or not.

In short, tell us about yourself.
What do you do in your spare time? How are you as a person? What do you use your energy on?

Who are you?
Tell us about you. What are you good at? What are you not that good at? What is your passion?

Motivation

It should be questions that cover the candidate’s motivation to apply for the job. Is there a specific thought behind it?

Example
Why have you applied for this job?
Why did you apply for this specific job position at our company?

Why have you applied for this job?
What do you know about our company, and why do you find it attractive to apply for a job here?

What competencies do you have that would make the perfect fit for the job?
Please, also tell us which of your competencies that is less strong.

Competence

Questions that create a reflection over a professional subject and therefore cover the professional knowledge of the candidate.

Example
Tell us about a good customer experience.
It can be an experience that you have given someone else or experienced yourself.

Explain how to build a company’s employer brand.
Employer branding is essential for the company and will become an important part of your job. Explain what kind of tools you would use in order to build a good employer brand.

Case

Questions that are especially relevant for Graduate programs, where you would want the candidate to be able to reflect over a specific challenge.

Example
Attach a case to the question and ask the candidate to come up with a solution to a specific issue.

Welcome the candidates with a video

It is absolute best to welcome the candidates with a short video.

It shows a company with surplus, a company that uses modern tools, and a company that is open and transparent. By doing this you’re taking your own medicine. Offers more than the written word – shows more proximity and straightforwardness.

For most companies it is perfectly fine to make the video very simple. Use a webcam or have a colleague help you out by holding your smartphone. Some companies do prefer a more professional vibe and to record the video with professional equipment.

The manuscript of the video can be made advantageously by making an introduction, which can be used for several different jobs.

The manuscript shall, in short, welcome the candidate, but is should also explain why the company has chosen to do a video screening. Her is an example from one of our clients:

We are really pleased with your application for a job at (xxxx) and you have therefore been chosen to participate in a short video screening.

Well, why do we use video screening and what is a video screening?

At (xxxx) we have a strong commitment to deliver an outstanding customer service. And therefore, we are very careful about selecting new employees that fits to our culture.

We hire people with personality. People with big smiles and small egos. Team players.

A video screening gives you a chance to elaborate on your application. You probably didn’t feel your application told everything about who you are. And it gives us a chance to get to know you better.

Remember: We are not looking for a creative video. So just focus on what you want to tell us.

We are looking forward to hear from you.