How To Maximise Your Video Interview Completion Rate
If you're using video interviews, you will want to ensure your completion rate is as high as possible. In this article, I'll share with you the tricks you should use to maximise conversion rates.
Before I start, it's important to recognise there will always be some candidates that won't complete your video interview. These are the same candidates who don't pick up when you call them for their telephone screening or turn up for their job interview. It's just, they're not that interested in your job.
If we accept there will always be some indifferent candidates, typically 10-20%, how do you maximise the chances of a genuine candidate completing your video interview?
There are five main things you can do to help guarantee candidates engage and complete your interview:
- 1. Explain why you want them to do a video interview
- 2. Make it personal, make it engaging, make it fun
- 3. Keep it short, don't ask too many questions
- 4. Give them a nudge, send them reminders
- 5. Make sure they have access to technical support
Let me explain a bit more about each of these steps and what you can do to help.
1. Explain why you want them to do a video interview
If you merely send a quick email with a link to your interview or make an apply now button on your website, candidates are going to be far less likely to do the interview.
You want to explain the benefits for them of doing your video interview. For example;
- It will save them time
- They can do it when it best suits them
- They have a chance to show you what they can offer
- It will speed up the recruitment process
2. Make it personal, make it engaging, make it fun
Doing a video interview shouldn't be just talking to your laptop, tablet or mobile. Use a video introduction to tell them about the job, about your company, get them excited and engaged. Ask questions with video clips, ideally by someone already in the job.
One of our customer's, Co-op Insurance, use video introductions and video questions exceptionally well. All their videos are friendly and relaxed, they talk about the interview as a conversation, so despite being a one-way interview, it feels very personal and engaging.
3. Keep it short, don't ask too many questions
If you expect candidates to answer more than six or seven questions in a video interview, you're going to see an increase in dropouts. Ideally, ask no more than five questions.
4. Give them a nudge, send them reminders
It's not uncommon for candidates to start an interview then realise they haven't got time to complete it, or they aren't looking their best. Quite often, they will then forget about your interview as something more urgent comes up.
With Tazio you can schedule automatic prompt emails to be sent to candidates that have started, but not completed an interview. If you haven't got access to this facility, put a reminder in your calendar to chase up candidates after a couple of days.
5. Make sure they have access to technical support
Although most video interviews today just work, with so many different devices, operating systems and browsers, candidates can occasionally have technical problems.
Make sure your software company provides access to technical support for candidates. If a candidate can't connect their camera, they can't complete your interview. However, more often than not, a simple setting change will solve the problem.
In conclusion, if you follow these five simple steps, you will see interview completion rates increase, resulting in more candidates to choose from and a better chance of finding the perfect new employee.
If you have any questions about maximising completion rates for your video interviews, click below to schedule a call or email me at firstname.lastname@example.org
In our guide, “Diversity And Inclusion - A Practical Guide To Developing An Effective Strategy”, we’ve compiled a list of easy to action steps that will ensure diversity and inclusion are both promoted and supported within your organisation.
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