When it comes to hiring top talent, every recruiter wants to do their best and maximise their hiring outcomes. The main way this is achieved is through asking the best, most effective interview questions during video assessments.
Asking the right questions in your video assessments will not only help you spot the right-fit candidate, but it will also help lower the risk of making bad hiring decisions through damaging client relations, undermining employee morale and compromising productivity. This is highly effective for your business as one bad hire alone can cost a company upwards of £50,000.
Video assessments are not only six times faster than your average telephone interview, but they also give recruiters the opportunity to identify a candidate’s cultural fit, communication skills and emotional intelligence and can be an effective tool if used correctly, containing thought-out questions.
It’s no shock that candidates become infuriated with the large amounts of somewhat irrelevant questions they often get asked during their interviews. It is essential that you do not bombard candidates with lots of questions, especially if some of them are unrelated to the role they have applied for, and instead focus on fewer, targeted queries.
Video assessments are designed to save time for both parties while also giving recruiters the chance to gain more insight into the candidate. Below, we have set out three simple steps to help you create the most effective video assessment questions:
The first step in creating the perfect interview question is to fully distinguish what it is you are looking for and how you are going to recognise it. Are you judging who you feel is most suitable for the role? Are you keeping an eye out for buzz words? Or are you going to determine which candidates look like high performers? These factors should give you some ideas and a set of fundamental questions to help you start shaping your main line of enquiry.
Now that you have your fundamental questions out of the way, you can start to look into your assessment approach, this will help you identify if each question serves a purpose and what skills or behaviour each question can help you identify. Your questions should also be clear and open-ended, but you must keep in mind that you are trying to prompt your candidates to expand on their experience, strengths and weaknesses.
Finally, you must look at each question and think of it in terms of candidate experience. You could ask yourself; have I asked too many questions? Are they all relevant? This is important as it will allow you to approach each question from the candidate’s point of view as you want them to answer them all fully and be motivated to take on the new role and responsibilities.
Jobzilla is the first recruitment agency to significantly enhance engagement between our clients and candidates by embracing modern video technology to revolutionise the recruitment process. Our Video Assessments ensure each candidate has the opportunity to express what makes them who they are and provides a valuable tool to help employers make quicker and more effective recruitment decisions.
If you’d like more information on how you can prepare for your upcoming video assessment or would like to know more about the service we offer, why not contact Jobzilla today on 0203 507 1717, email to email@example.com or by filling out the contact form on our contact page.