GET STARTED WITH VIDEO SCREENING

Video screening is a small step between the written application and the personal interview, which ensures that you select the right candidates for the personal interview. You get a personal impression of more, and therefore you have a better chance of spotting the talents. Furthermore, you avoid using time on the “wrong” interviews.

1.
INVITE MORE CANDIDATES THAN YOU WOULD INVITE TO THE PERSONAL INTERVIEW

When using video screening as a part of your recruitment process, you are able to screen slightly more, than you usually invite to a personal interview.

By video screening the candidates, you give more a chance to impress you, and you get a personal impression before inviting candidates to the personal interview.

RECOMMENDATION FOR FIRST USE:

We recommend that you select three times as many candidates for the videoscreening as for the personal interview.

2.
DEFINE THE RIGHT QUESTIONS

It is important for the quality of your video screening that you ask the right questions

They have to be formulated so the candidate talks about topics that are relevant or even important regarding the job. At the same time the questions must be easy to understand and not too complex to answer.

RECOMMENDATION FOR FIRST USE:

We recommend that you choose to ask two to three questions. See the below questions as inspiration.

Use the first question to uncover either motivation or personality:
“Why did you apply for our job?”
“Tell us about your interests and how they have impacted you as a person?”

Use the second question to put focus on work experience and/or level of competence.
“Which experience or competences can you bring into this job?”
“Which focus will you have regarding … (one of the job’s main tasks).”

Alternatively use the third question to uncover the requirements for the job:
“This job requires you to write and speak in Swedish – Tell us in Swedish where and how you have learned the language.

3.
INVITE THE CANDIDATES AND GIVE THEM 3-5 DAYS TO ANSWER THE VIDEO SCREENING

When inviting the candidates you can do it from this system or from your own recruitment system. Understand the difference here.

It is a good idea to include the following in the invitation:

• Make sure that the candidate knows that s/he is carefully selected to the next step in the recruitment process.
• Explain how video screening is an advantage for both of you. The candidate gets another chance to tell more about themselves and the company gets the chance to known the candidate even better before deciding on who should be invited to the personal interview.
• Emphasize that the focus is on what they say, not how creative a video they can make.
• Remember to set a deadline for when the candidates have to have completed the video screening. We recommend 3-5 days.

RECOMMENDATION FOR FIRST USE:

Invite your candidates through the same system, as you will use for inviting them to the personal interview.

4.
EVALUATE, COMMENT AND SELECT CANDIDATES FOR THE PERSONAL INTERVIEW

When the candidates have uploaded their video answers, it is time to do the screening. You rate the candidates by using the colours: Red, yellow or green. Furthermore you can add a comment on each candidate, for your own or other reviewer’s reference.

You can invite more colleagues to conduct the screening, and each one of you can rate and add comments individually

In the end this gives you an overview, which makes it easier to select who should be invited for the personal interview.

RECOMMENDATION FOR FIRST USE:

For a good start we recommend that you and maybe a close HR partner conduct the screening.