First, let me say I’m a giant advocate for video interviewing. I think it’s brilliant and I absolutely love the technology and truly believe it’s only a matter of time until every single pre-screen organizations do are most likely done via video.
All that being said, I had never done a video interview, personally, until a few weeks ago.
No, I’m not looking for another job! I got asked to apply for a Board position with the new organization the Association of Talent Acquisition Professionals (ATAP). Being someone who probably spends too much time advocating for TA Pros, I couldn’t say no.
Part of the interview process was doing a video interview because the committee selecting the board members were located all over the world. Having candidates do a video interview would make it more effective from a time and cost perspective, plus this is for a TA Pro association. If we don’t use TA tech, how can we lead others in these efforts!?
Thankfully, Hirevue donated the use of their software to the selection committee to help with this process. I’ve known Hirevue for years when they were just a small up-and-coming vendor in a small 10X10 booth in the back of the vendor hall at SHRM national! The first time I saw the technology, I was a fan. I’ve demoed them a number times as they’ve improved and grown the system beyond just video interviewing. I don’t think there’s an analyst in HR or TA that has shown Hirevue more love than I!
So, doing a video interview with Hirevue should have been super easy for me!
I wanted to write about this because it wasn’t super easy for me. I sucked! It’s hard. It’s awkward. And, I still think it’s brilliant!
What you don’t get about video interviewing, unless you actually do one for real (real, meaning you actually want what you’re interviewing for, not some fake demo interview to see how it works) is that it’s hard talking to a camera and getting no facial or body language cues from your interviewers!
Normally, when you interview, you get asked a question and you start talking. Based on the non-verbal clues you get from those interviewing you, you continually auto-adjust. Your tone. The length of your answer. Your tempo. Etc. When you answer a question to the camera, you get none of this, and it’s a heck of a lot more difficult than you think!
I was even given the questions beforehand so I could prepare my answers, which might have made it worse since then you feel like you should memorize your answers. Regardless, the entire thing comes off like a bad monolog by a D-level actor!
This is important to talk about because I think if your organization is going to use video interviewing, you need to put every single one of your hiring managers, and yourself, through one of these interviews, then allow everyone to watch each other! You and your team need this perspective to understand, what you see on video might not be the best representation of that individual.
While younger generations will probably be more comfortable videoing themselves, we still have a great number in the workforce that will come across awkward. Hiring managers using this technology have to understand this, not everyone will rock the video interview.
I will say, using the Hirevue platform was super simple and easy, anyone could do it. It’s almost too easy!
For the record, I got the position. You are now looking at, err reading, about the next Board member to the Association for Talent Acquisition Professionals. So, apparently, I sucked a little less than some other folks! But, I’m super excited, along with the other board members, to begin growing and working with ATAP! I can’t tell you how long I’ve desired and hoped for an association like SHRM, but for Talent Acquisition.
Check us out and join! My goal is that organizations around the world will seek out ATAP members when they look to hire great TA Pros and Leaders for their openings.
Here’s how to JOIN the Association of Talent Acquisition Professionals!