Video Interview Questions

Video interviewing is a great supplemental screening tool to get a feel for a candidate prior to an interview. You can set questions in your application that prompt the candidate to upload video responses. If you spend a lot of time screening candidates on the phone, you can save a lot of time by allowing yourself to understand a candidate's behavior and qualifications on your own schedule. In this article, we delve into video interview questions, compliance, and how to add them to your application.

In this article:
Navigating to Application
Adding Video Questions
Important Information
Additional Resources

Note:

If you don't see the option to add a video interview question to your application, speak with your Implementation or Customer Success Manager.

Navigating to Application

1. Head to Tools > Setup > Applications.
2. Click Edit next to the application process you would like to add a video interview question to or create a New Apply Process.
3. In either the Initial or Detailed section, scroll to the bottom of the application and click the Add Custom Section button. Select Video Question. Video questions will live in their own section.

Adding Video Question

From the initial or detailed section, add your question.

1. Enter your Question text and Additional explanation.
2. Mark whether it is required or not.
3. Choose the maximum video duration.
4. When done, click Save or Save & Close.

Editing Section

After you have created the video interview question, you can edit the section. You can:

1. Move Up: Move the video interview question earlier in the application, depending on where it was placed.
2. Edit: Edit the name of the section so it is easier for recruiters to identify when creating a requisition. You can also toggle the option to hide this section from specific requisitions.
3. Delete:  Delete the section if you have changed your mind.

To test your video interviewing question, check out this article.

Important Information

Ask Tangential (But Relevant) Questions

This might sound like an oxymoron, but there are ways to ask questions that are relevant to the open position yet don’t directly involve the job’s responsibilities. The more you learn about your candidates, the better, the better you can assess their fit in terms of both skills and culture. For example, Lindsay Kolowich (@lkolo25), lead writer for Hubspot’s marketing blog, encourages employers to ask about candidates’ relationships with their previous employers. Make sure every question you ask has a point, but don’t make them all boring.

Each team is different, so this helps you tease out whether the candidate would be happy, productive, and well-liked on your team. Their answer will tell you how they interact with others -- and which kinds of interactions they want to happen. Many candidates are hesitant to bad-mouth their coworkers and bosses, so it will also be interesting for you to hear how they navigate a question about their worst working relationships.

Set Proper Expectations

Everything, including job interviews, tends to go better when everyone knows what to expect. When you and your candidates know what will happen in the interview, they’ll be much more aware of what to emphasize and how to address their work experience. Even giving candidates an estimated timeframe can help engage your candidates during the interview.

Compliance

While we can provide some general information and suggestions, it's always recommended to consult with legal professionals in your jurisdiction to ensure compliance with local regulations.

Here are a few points to consider

1. Photo manipulation: ClearCompany does not engage in any form of photo manipulation. We recommend adding a statement in the “additional explanation” field within the application to emphasize the authenticity of the videos and assure applicants that responses will be presented as they are recorded, without any modifications or alterations.
2. Discrimination: To prevent discrimination, it's crucial to establish fair and objective evaluation criteria for assessing video responses. We advise you to focus on job-related qualifications and skills rather than personal characteristics that are protected by anti-discrimination laws. We encourage you to create standardized scorecards within the system to ensure consistency and fairness in the interview process.
3. EOC Guidelines: The specific guidelines and laws related to the Equal Opportunity Commission vary depending on the country or region. Generally, we advise you to ensure that your video application questions and evaluation process do not violate any EOC guidelines related to fair hiring practices, equal opportunity, and non-discrimination. We strongly encourage you to consult with your legal team.
4. Disclaimer and Consent: Consider adding a disclaimer or consent statement that clearly outlines how the videos will be used, stored, and shared. Ensure that applicants are aware of the purpose of the video questions and any relevant privacy practices.

Note:

Remember, it is crucial to consult with legal professionals or experts specializing in employment law to ensure that your video application process complies with all applicable regulations and guidelines.

Additional Resources

Below are some resources that will help you create a video interview question that helps during the recruitment process.

1. 5 Questions You Forgot to Ask in Your Video Interview
2. 5 Reasons to Invest in Video Interviewing Today
3. Video Interviewing: 5 Ways it Helps With Compliance

F.A.Q.

Can we share the video interview questions with hiring managers?

The videos will appear in the candidate profile, any hiring manager that has access to the requisition will be able to see the videos.