Times most certainly have changed recently, and it’s forced many of us to make some major changes in the way we operate and may have completely upturned our ways of thinking.

We have seen first-hand that many firms have adapted very quickly and are continuing to operate as business as usual but, of course, with some slight tweaks. It can be hard to change the way you have operated for many years, especially if you don’t have numerous internal and external teams to help you out through the transition.

Suddenly you find yourself not only having to run your business successfully and continue to maintain those highly important relationships, but having to bring in new legislation and operating procedures that you hadn’t thought would be necessary any time soon,

Understandably some firms out there have had no choice but to put everything on hold and make some major cut backs. However, it is still important to keep some momentum going, continuing to work towards the bigger picture in the long term to make things a little easier once normality begins to return.

Many clients have simply performed interviews, as they would have, but in video format with the initial interview being more of an informal chat through the candidate’s CV, experience, the role and how their skill set match the requirements followed by a more technical and perhaps skill based interview. This can be competency based interviews, aptitude tests and perhaps even personality tests. Some clients have turned to specific candidate selection process tools, apps and software – which we have included towards the end of this post for you to have a look at.

Plan of action

We have put together some information that may help provide some solutions, or even just ideas, that can help contribute to a smooth and easy recruitment and selection process as we turn face to face into virtual.

One thing to remember is that candidates are uncertain about what companies’ current hiring process is at the moment so remember to give candidates an overview of your recruitment plans and how you plan to facilitate any further stages, along with timescales (where possible) and any information relating to how they would be onboarded, if applicable. If you are working with an agency, make sure you have this chat with them first so that they can have this discussion with candidates for you going forwards and save you time.

As mentioned, work closely with your recruitment agency (if using) so they understand your situation, what your plans are and how you intend to execute the full process including any onboarding and the support available for new starters.

Once you have screened your candidates, selected those you wish to interview and made the initial contact to discuss arranging an interview, you then need to ensure you have all the information you need prior to the meeting including telephone numbers or email addresses of candidates so that you can initiate the video call.

It might be that your agency takes the hassle out of the process by overseeing and arranging the initiation of the video call. This would include arranging dates and times, sending video call links, ensuring all parties have the specific tool, app or software for the call and finally hosting the call and introductions of the virtual meeting.

Your agency may host the call between you and them for the first 5 minutes (5 minutes prior to the agreed interview time for the candidate), not only to make sure everything is working as it should but to actually meet the consultant working on a role with you. After all, it might be the first time you’ve ever seen them!

Use the tools and software available

If you have been wondering if there are any tools out there to help you make the most out of your video interviews and indeed the full candidate selection process, here are a few of the tools and software that’s being used by our existing Financial Services clients conducting interviews right now!

https://harver.com/software/
https://www.shl.com/en/solutions/virtual/video-interview/
https://www.totaljobs.com/recruiters/videointerviewing?WT.mc_id=AM_EM_R_TJ_Actives_Video_Interviewing&M_BT=120743124550

The essentials

As with anyone taking part in a video interview, whether client or candidate, here are the absolute essentials to check and test out before starting that video call –
• Make sure the app, tool or software is compatible with your PC/Laptop
• Check your settings for mic & camera
• Make sure your volume is up on your device
• Do a test run with a colleague or friend to make sure everything works!
• Where possible, do not complete video interviews through your mobile