The futile personal interviews are avoided, while you create a better chance of inviting the best-qualified candidates to the personal interview.
It cannot be integrated with the recruitment system, but the candidates can be invited directly through or outside the platform.
How to get started?
When logged in, just click “My post”. From here you can create a video screening by completing 6 easy steps.
You can also wait until all of the applicants have hit the finish line and invite them all in at one time.
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.
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.
Either way, this is chosen when creating the video screening.
Here is an example:
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.
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.
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.
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.
The concerned reviewers will also be able to see the videoscreening, but they won’t have access to edit.
What the candidates do
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.
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.
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.
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.
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:
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.
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?
It should be questions that cover the candidate’s motivation to apply for the job. Is there a specific thought behind it?
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.
Questions that create a reflection over a professional subject and therefore cover the professional knowledge of the candidate.
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.
Questions that are especially relevant for Graduate programs, where you would want the candidate to be able to reflect over a specific challenge.
Attach a case to the question and ask the candidate to come up with a solution to a specific issue.
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.