Top Tips on Writing Video Interview Questions

    LONDON, ENGLAND, September 27, 2012 /24-7PressRelease/ -- Video interviewing is becoming much more popular. With both candidates and hiring companies becoming more familiar and comfortable with technology, and with many companies now hiring globally, video interviewing solutions can be very beneficial for all parties involved.

A good video recruitment service can speed up the recruitment process, reducing travel costs and pressure on annual leave for candidates, and reducing time spent meeting candidates one-on-one, face-to-face, for recruiters.

But choosing the right video interview questions can be tricky. As the questions are set for every candidate and there isn't the opportunity to ask last minute additional questions as there would be in a face to face interview meeting, it is important to choose good questions that will elicit an insightful response from candidates. The right questions should help recruiters to choose between candidates, based on their answers to the questions in a video interview, when watched back at a later date.

Online career development and video recruitment service specialist, The Needle Online, now offers integrated video interviewing solutions with accompanying applicant tracking software to help busy recruiters to choose the right candidates and manage the recruitment process more efficiently.

The Needle Online has the following advice for recruiters when setting questions for video interviews:

(1) 'Killer' Questions

'Killer' questions can give you the vital information you need when assessing whether a candidate goes on your Short List or not. Killer questions should relate to specific areas of their experience and skills, and help you to see if they are a good match for the organisation and the job role. Killer questions should therefore cover these topic areas.

(2) Dig Deep

Try to get inside the psyche of the individual and find out what makes them tick by asking about their response to certain situations that you know may come up in the role, for example: How do you cope with stress in the workplace? Questions like this will help you to work out how the candidate would fit in with the company culture and existing team.

(3) Open Not Closed Questions

Always ask open questions and avoid closed questions. An example of a closed question would be: Are you a good negotiator? These are questions that could be answered with a simple "yes" or "no" and by their nature often influence the candidate to answer in a certain way. An equivalent open question might be: What is your negotiating style? This forces the candidate to answer in more detail and choose a particular stance, so will help you to see - for example - whether they are naturally more democratic or autocratic.

(4) Keep it Brief

Killer questions should be kept fairly be succinct, as candidates have a limited time slot to respond to the question for a video interview. Aim for questions that will take a candidate approximately 30-45 seconds to answer accurately. An example of a killer question might be: What kind of company culture do you like to work in?

Online career development and video recruitment specialist, The Needle Online, offers recruitment solutions and career development advice for candidates, employers and recruiters.

For more information about The Needle Online's video interviewing solutions, please visit the website at: http://theneedleonline.com/pages/recruiters

Contact:

For more information, contact Christine Tautari on +44 113 2093078 or visit The Needle Online website at: http://theneedleonline.com/

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