How Video Assessments Can Help Transition to Remote Hiring

Are you worried about methods to engage with candidates in order to make the right hiring decisions for your company? You’re aware resumes are not enough to understand the potential that a candidate carries for a specific role. You also know in-person meetings and interviews are out of question amid the era of COVID-19. So, what do you do then?

remote hiring

Video assessments can enable you to identify promising individuals and test their knowledge in remote settings. They allow you to humanize the entire interview process and reach out to remote, skilled candidates smoothly and seamlessly. 

What is a Video Assessment?

A Video Assessment is a way of evaluating candidates remotely. The candidate is required to record on-demand videos to answer a set of questions. This helps the employer evaluate remote candidates for their skills, motivation and aptitude for a specific role.

remote interview

Why do companies do video assessments?

1) Helps You Screen Candidates Faster

In case of remote hiring, you have two screening options – either phone calls or video assessments. While  a single phone call takes about 30 minutes at average, a video assessment enables you to review around 10 responses in the very same time. Video assessments therefore help you get better insights in a fraction of the time.

screen candidates

2) Reduces Manual Effort & Costs

Traditional screening methods are usually known to be resource intensive. At a time when companies are mostly cutting costs, and finding ways to optimize their resources, opting for complicated hiring procedures might not be very a very feasible option. Evalufy’s video assessment platform allows you to dispatch hundreds of assessments with just a few click, eliminating the need to multiply resources in the process.

saving cost

3) More insightful than other screening methods

While resumes can act as the tip of the iceberg, they can be bloated in most occasions. On the other hand, phone calls can be constricted to a single recruiter’s opinion and can therefore often be biased. Video responses are much more revealing and can be visible to hiring managers and interviewers at the same time for a fair judgement.

video assessment

4) Improves Your Employer Brand

Video interviews provide not only an opportunity for the candidate to present who they really are, but for you, as a company, to also create a positive impression during the hiring process itself.

Video Assessment Checklist for a Smooth Transition to Remote Hiring

1) Choose the right Video Assessment platform

Make sure your provider offers you all that you need for a seamless, effective video assessment. Look for the one that allows you to:

  • Brand the experience and make it your own – it is important to showcase your brand in order to attract and engage top talent across the globe
  • Create holistic Assessments – make use of multiple choice questions, video responses and textual answers
  • Offers simplicity to dispatch assessments in bulk – this is especially required to save time by avoiding redundancy
  • Easy to involve multiple evaluators, share notes and create consolidated scores
  • If you are planning to send multi-lingual assessments, then ensure your provider offers that support
2) Prepare your List of Interview Questions

Think about 3-4 key screening or qualifying questions per job role and put them in your video assessment. On the other hand, try not to pack in too many questions at the same time as that might repel away candidates.

prepare interview questions

3) Create an Evaluation checklist & Align Evaluators first

Your interviewers may be experienced to evaluate in-person interviews but might not know what to look for in an on-demand video assessment. A few things to include in your evaluation checklist are:

  • body language
  • clarity of communication
  • presentation
  • content of answer
  • relevancy (how much they ramble vs. answering the actual question) etc.

It’s important that evaluators understand and assess the candidate on the basis of these when scoring videos.

evaluation

4) Create guidelines for Candidates

Again, you need to know that this is a novel method of screening and candidates may not know the best method to navigate through the virtual experience. Give your candidates a set of guidelines at the beginning, such as, ensuring abundant lighting, making sure the camera angle is favorable, using a good quality cam, recording in a quiet environment, smiling and being elaborate. One common mistake candidates make is to write down their answer and read off the screen – that’s a big NO!

hiring remotely

5) Make the video assessment a part of your application process

Configure your ATS to dispatch the assessment automatically or train recruiters to send them to shortlisted candidates. This will save both time, and actual resources put into practice. 

6) Involve hiring managers and recruiters when scoring video responses

To ensure the quality of your remote candidate, the one you have had zero in-person contact with, it is encouraged to form a collaborated score sheet. Along with standard ranking, you may want to add comments & notes for further ease and accuracy in the decision-making process.  

multiple evaluators

Conclusion

At a time when digital spaces are more populated than physical ones, it is truly essential for companies to equip themselves with the right tools to help them transition into a remote working space. 

For a smooth and seamless transition to remote hiring, arming recruiters with the right resources can help them scout talent painlessly,  More than that, if your competitors have adopted video assessment tools to attract and engage with active and passive candidates, then it deteriorates your quality of hires, had you been using obsolete methods. 

About Evalufy

Evalufy is an on-demand video assessment tool that helps you build distributed teams and assess candidates remotely with the power of video. By capturing video and text responses to your assessment, Evalufy enables you to quickly identify promising individuals & test knowledge

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Huda Nadeem Zaman