Finding the right candidate for a particular job can be challenging, but with the right approach and proper planning, you can find someone who will be an asset to your organization. It often requires an extensive search, in-depth interviews, and careful consideration to ensure that you find someone who is the perfect fit. Fortunately, there are some key steps you can take to make the process of finding the ideal candidate easier.

With the right approach and proper planning, you can find someone who will be an asset to your organization. There are multiple ways to interview potential candidates in order to determine if they are the best fit for a particular role. From traditional in-person interviews to more modern methods such as phone calls and Zoom meetings, there are plenty of options available for employers looking to assess their future employees.

With all these options, it can be daunting when trying to decide which approach is best. However, each method has their own benefits and drawbacks that should be taken into consideration before making a decision.

Finding the right candidate for a job opening can be a time-consuming and complex process that requires employers to make important decisions. Two of the most common methods used to interview potential hires are in-person interviews and phone interviews. While they may seem similar, there are some key differences between the two which must be taken into account when deciding which type of interview to use in your hiring process.

Two-Way Video Interview vs. One-Way Video Interview

The most commonly used type of video interviews is the two-way video interview, also known as a synchronous video interview or live video interview.  Interviewers and candidates communicate in real time through online platforms such as Google Meet, Microsoft, Teams, Zoom, or other such applications.

One-way video interviews, on the other hand, are increasingly becoming more popular as technology advances.  This type of video interview is also called asynchronous video interviews, recorded video interviews, or on-demand video interviews.  Interviewers and candidates do not communicate live and candidates instead answer a pre-recorded series of questions and then submit the recording of their answer to the employer.  If the interviewer is then satisfied with the quality of the candidate, he or she can schedule a live video interview or in-person interview with the candidate.

It doesn’t matter which type of video interview you choose as long as it fits the hiring flow of your company.  So don’t worry that the type of interview you choose might deter a candidate from applying.  You can also choose to combine both types of video interviews to get a more thorough understanding of your candidate.

Remember: Candidates Are Interviewing You Too

These days, the market is very competitive for quality employees and candidates are using this market in their favor.  While the interviewer is trying to find out as much as they can about a candidate, the candidate is also trying to find out if they will fit into the company.  The candidate probably already has an initial opinion about the company and is waiting for an actual interaction with someone from the company to confirm or deny the validity of their initial opinion.

Even though the interviews are remote, candidates still have some basic expectations from their interviewers.  They expect:

• Professionalism
• Punctuality
• Preparedness

Professionalism

Regarding ways of dress, this depends on the industry and type of organization.  For example, if the company is more well-established and is in the banking industry, most candidates will expect the interviewer to dress more professionally than if they were interviewing at a startup.  The interviewer’s mannerism should also be professional as he or she reflects the company in their manners.

Punctuality

Just as the interviewee is expected to be punctual, he or she also expects the interviewer to be punctual.  This not only shows professionalism but also basic courtesy towards someone who could potentially become a part of your team soon.

Preparedness

Interviewees want to see that the interviewer put in just as much effort to prepare for this interview as they did.  They want to see that the interviewer knows information about the candidate and is able to ask specific questions about the candidate.

The interviewer should also be ready to talk about the position and what it entails, the potential career advancements for the position, the culture of the company and team, the work-life balance of the employees, and be able to explain other such aspects of the company to the candidate.

Finding the right candidate for a job can be a difficult task. It is important to remember that a potential employee should be treated with respect and consideration throughout the entire hiring process. Showing respect to job applicants should not only be encouraged, but expected. Maintaining this attitude toward potential employees can make it easier to find the perfect candidate and create an enjoyable experience for both yourself and them. An easy way to keep all these tips in mind is to think of the candidate as an equal.

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle.  Learn more about how Interviewer.AI can help your business.

Increase your hiring team’s efficiency using a combination of resume scoring, skill assessment, and asynchronous video interviews. 

Hannah Ng is from Boston College studying Finance and Business Analytics.  She is currently an intern for Interviewer.AI.

Besides work, she is also very interested in hair styling and is responsible for her family’s hairstyles as a hobby.