Skill sets (def): the combination of knowledge, experience, and abilities that are necessary to perform a job.
Communication. Teamwork. Critical thinking. Adaptability. Cultural understanding. These are the top five candidate skill sets on the must-have list. Add these skills into your list of specific soft (interpersonal) and hard (teachable) skills for the position you are hiring for, and you can potentially find your ideal candidate. But how do you identify skill sets in a virtual interview?
As we have shifted to a remote work environment and fully embraced virtual hiring, it’s now more important than ever for interviewers to be well-versed in the art of conducting video interviews. During a video interview, you are looking more closely at a candidate’s soft skills, those which can’t be listed out in a resume like their hard skills.
At the end of the day, an interview is an interview, whether in-person or virtual, with the end goal remaining unchanged. However, conducting a video interview is still a bit different than when in-person, so we have put together a list of video interview tips for hiring teams to help you best identify candidate skill sets in a virtual interview.
Asking the right questions is vital in assessing whether your candidate is as good in person as they claim to be on paper. The right questions in a video interview not only allow you to verify what candidates list on paper, but also vet for critical soft skills that might not be apparent from their resume.
If you are conducting a live video interview, you can witness your candidates’ real-time answers, and if using a one-way interview, the right questions will help you find the strongest candidates by screening out the wrong candidates. To help out, we have compiled a short list of questions below that will help you assess a candidate for the top-five must have soft skills.
These are just a few examples of questions that will allow you to assess your candidates’ skill sets. And here is the cool part – if you implement video interviewing technology in your hiring process, to use for both external and internal hires, the interview questions you need are provided through question banks. These questions can be broken down into role- and skill-specific categories, allowing you to focus each video interview on the skills you need candidates to showcase for the role.
When meeting a potential candidate for the first time in the interview process, a large focus should be put on communication. These skills are often rated as the most important skill by employers.
A good communicator can express thoughts and ideas in a brief and clear manner and is also a good listener. So, pay close attention to not only how they deliver content when answering a question, but also if they are answering the actual question without veering off and providing irrelevant information.
And don’t forget about role playing – give the candidate a question directly related to a scenario at your company, applicable to the role they are applying for and assess their answer. For example, ask your candidate, “How would you tell a client that you are not going to meet a deadline?”
A clear, confident answer tells you the candidate can communicate well, whereas any excuse or hesitation may tell you that the candidate avoids difficult situations and the tough conversations that go hand in hand.
Body language often speaks louder than words. Go into the chat aware that not everyone is super comfortable with video interviews, so some leniency here is necessary. No matter what, prepared candidates will have practiced for the interview and this will show in their responses.
Here are 5 cues to watch for in interviewees:
You can’t afford to make a bad hiring decision. Your video interviewing process needs to be an objective process so that blind spots don’t lead you to hiring the wrong candidate. And believe it or not, blind spots carry over from in-person interviews to video interviews, so heads up on the following blind spots when heading into your virtual interview room:
Remember, video interviewing is still a fairly new process that has become a must-have for companies working and hiring remotely. There is still a lot to learn going forward and likely more blind spots that we have yet to identify.
Video interviewing has transformed the traditional recruitment process. Embracing the use of both on-demand and live interviews has allowed hiring teams to expand their reach and save time and money. Best of all, implementing video interviews only requires a few tweaks to your hiring process and a little bit of practice.
Identifying the candidate skill sets most important for your open position, and focusing in on the right questions and non-verbal candidate cues to find them, will send you on your way to hiring the right candidate for the role.
And if you want to simplify your video interview process further and increase your rate of successful hires, head over to interviewstream today and speak to a client success expert about how our technology can get you there!
Meghan Peterson is the Director of Customer Success at interviewstream. She combines her experience in sales, recruiting, and tech to support customers of all sizes in her role. If you’d like to pick her brain about her advice here or simply start a conversation, feel free to give Meg a shout at firstname.lastname@example.org.