Let’s face it, your next great hire is probably employed by someone else. For the most part, amazing candidates aren’t loafing around at their leisure waiting for you to get in touch; they’re at work, delivering projects, making themselves valuable and generally smashing it.

So in today’s candidate-driven job market, it’s vital hiring managers improve the candidate experience if they’re to tempt the very best talent. This begs the question: can we make interviewing better for candidates? In the words of Barack Obama and Bob the Builder, yes we can. Let’s look at some of the biggest interview hurdles for candidates and explore a simple solution.

Solving your candidates’ biggest interview problems

Published by Fidio Team on Tuesday 8

Let’s face it, your next great hire is probably employed by someone else. For the most part, amazing candidates aren’t loafing around at their leisure waiting for you to get in touch; they’re at work, delivering projects, making themselves valuable and generally smashing it.

So in today’s candidate-driven job market, it’s vital hiring managers improve the candidate experience if they’re to tempt the very best talent. This begs the question: can we make interviewing better for candidates? In the words of Barack Obama and Bob the Builder, yes we can. Let’s look at some of the biggest interview hurdles for candidates and explore a simple solution.

Problem #1: The time thing

For the average face-to-face interview, you’re likely looking at an hour in the hot seat, plus travel there and back. Telephone interviews are sometimes mooted as a solution to this, since they cut out the need to travel. But even an initial telephone interview can stretch to an hour. For candidates who are actively seeking their next challenge and attending multiple interviews, those hours really add up.

Problem #2: That pesky 9–5 thing

The fact that interviews are almost always during working hours presents another big challenge for candidates. How many ‘dentist appointments’ can one person really have in quick succession before their current employer starts raising an eyebrow? (Two, we reckon. Three at most.) Once again, telephone interviews don’t solve this problem, unless they’re scheduled during lunch – something that’s difficult to pull off for every candidate.

Problem #3: That sinking feeling

As any experienced hirer will know, interviewers tend to decide whether someone is a good fit in the first few minutes. But, if you think about it, candidates are doing the same thing. They’re making their own quick decisions on whether the organisation and hiring manager are the right fit for them.

So what happens when the candidate realises in the first five minutes that the company isn’t a great fit for them (or that the hirer is looking for something else)? We’ll tell you what happens: both parties politely churn out questions and answers for the next 50 minutes or so, just to fill the time.

Problem #4: Those nerves

The average interview setting hardly puts people at ease, which can make it difficult to assess factors like personality and fit. To make matters worse, candidates know that showing signs of nerves puts them at a disadvantage; research has shown that interviewers rate anxious candidates more harshly, even when the candidate is well-qualified for the job.[i]

The solution?

Video interviewing is the ideal way to overcome these obstacles and improve the candidate experience. Here’s why:

  • With a one-way video interviewing platform like Fidio, candidates record themselves answering questions set by the hirer – and they can do this at a time that suits them, inside or outside business hours. All they need is their phone or laptop.
  • The whole video only takes five or six minutes to record. This saves so much time, but still gives both the candidate and the hirer a sense of whether they want to follow up with a face-to-face interview.
  • And because candidates get to record their interview at a time and place that suits them, they generally feel more relaxed and prepared, giving their personality and capabilities a chance to shine.

At Fidio, we’re passionate about improving the candidate experience and making your business a magnet for amazing talent. about the power of video interviewing.

[i] Source: https://digest.bps.org.uk/2016/03/03/why-interviewers-rate-anxious-candidates-harshly-and-what-you-can-do-about-it/

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