How to Structure your Digital Interview Candidate Experience

How to Structure your Digital Interview Candidate ExperienceDigital interviews are splitting the hiring process wide-open. Theyre giving candidates more power over their own interview experiences while showing hiring professionals a colorful, honest, in-depth look at candidates. Its no surprise 31.2 percent of talent acquisition pros in our 2018 Growth Hiring Trends in the United States report told us theyre adding digital interviews to their strategy this year.Beyond the deeper look at candidates, behauptung interviews are showing what it really means to implement easy-to-use, time-saving technology while keeping a personal and positive candidate experience intact. As an in-house hiring professional, you have two main goals impress candidates and bring dedicated, talented new hires to your team. Digital interviews allow you to seamlessly do both. They give candidates power over the often exhausting and disengaging job search experience by putting them in charge of their own scheduli ng and experiences. Additionally, they lessen time-to-hire and show candidates your company is capable of adapting as the world of technologically evolves. On the flipside, your team is given deeper, more meaningful insights on candidates. With digital interviews, they see personalities, passions, and skills firsthand. This is done while also shortening the hiring process by ending the need for long, time-consuming screening calls. To effectively do this, you need to follow these tips for the ultimate digital interview experienceOpen up your scheduleYour calendar is personal and usually private. So when you open it up to candidates using an interview scheduling tool allowing them to choose an interview time and put themselves on it youre already cultivating a meaningful connection. Sending candidates an invite to your calendar also gives them the opportunity to work around their busy work and personal lives. With this simple step, you acknowledge them as individuals who have lives outside of your interview and prove your company offers a desired level of respect and flexibility. Customize parameters for each questionVideo interviewing is often a new experience for candidates. Its important to keep this in mind while setting parameters for one-way video interview questions. Youll want to find a balance between making candidates feel comfortable and also receiving candid responses. If youre asking a personal question, for example, you dont need to be restrictive with the number of takes a candidate has to answer. This gives candidates an ample amount of time to find their interview-groove. However, when asking more technical, skill-based questions, its important you gain detailed insight. Do this by limiting the number of takes to improve your chance of receiving off-the-cuff, honest responses. An unlimited number of takes during digitalinterviews allows candidates to take a breath and show their best self.Click To TweetKeep it personalJust because youre not p resent for one-way video interviews doesnt mean you cant personalize the candidate experience. Create intro and outro videos to give your candidates a deeper, more meaningful look into your company. During intros, played before each one-way interview, introduce yourself and your company to allow candidates to preview your culture and atmosphere. Outros, played after each one-way video interview, are the perfect opportunity to personally thank candidates for their time and provide them with the next steps. Ask the right questionsCandidates are always searching for the right answer to impress hiring pros. But your team also needs to keep candidates motivated with interesting and intentional questions. So, youre tasked with finding the perfect mix between personal, professional, and fun. Each question needs to serve a specific purpose. They can show your companys personality or give candidates a chance to express themselves beyond their resumes. For example Personal What is the most re cent book you read and why? Use this question to get insights into their core personality are they a learner, do they love history and details, or romance and fun? Laura Handrick, staff writer at Fit Small geschftliches miteinanderProfessional Consider that you and all our other applicants for this job are equal in terms of experience, education, etc. What do you think might give you the competitive edge over the others? This sometimes catches people off-guard. Listen for where they think they can add value, or if there are other skills they havent presented as their areas of expertise. Jana Tulloch, human resources professional at DevelopIntelligenceFun If you could be a superhero, what would you want your superpowers to be? This question usually catches the candidate off guard, but not in a way that will stress them out. This is a great way to show the candidate that they can give a real human response without any fear of getting the answer wrong. It breaks the tension of an int erview and puts everyone at ease. Scott Wesper, hiring coordinator at Arch Resources GroupRecommended Reading For more interview question tips, check-out our Go-To Guide for Perfect Interview Questions. Give a glimpse of diversityIf youre like the majority of companies in LinkedIns Global Recruiting Trends 2018 report, diversity is shaping how you plan to hire in the years to come. To appropriately mold the diversity of your company, its important to express what diversity means to your current team.Offer candidates a chance to relate with your team members by showing your teams diversity through your branded, digital interview experience. Include employees with different backgrounds to pre-record interview questions, parteicipate in intro and outro videos, and in other branding images and videos on your site. To heighten the positive experience and connect it even deeper to diversity, give your employees the opportunity to come up with questions based on their diverse and inclusiv e experiences with the company. Gain deeper insight into candidatesYouve asked all the necessary questions to understand if candidates have the right skill set, qualifications, and work history to meet your needs. Now, give them the opportunity to really impress you and give more insight into their personalities and skills by asking open-ended questions. For example What question do you wish we wouldve asked? What would your answer have been to this question? This question opens the door for candidates to discuss something they feel you need to know about them. As they give you more important information, youre also gaining insight into what other companies are asking candidates. This gives you ideas for important questions to add to future interviews. If you were part of our recruiting team, how would you better guide candidates through their digital interview experience? This question gives you a direct glimpse of how candidates view your digital interview experience. Now, you c an improve your strategy to give other candidates an even better candidate experience.Are you ready to improve your candidate experience? Digital interviews can help you impress top talent and give candidates an experience to remember.