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Selection interviews go hi-tech
Interviewing candidates for selection via video conferencing appears to be a growing trend. East Kent Hospitals NHS Trust, for instance, recently interviewed a clinical child psychologist from Australia for a post via a video-conferencing link-up. Both candidate and interviewers sat before a microphone, camera and screen- separated by some 12 thousand miles.
So what are the benefits?- Recruiters have the chance to ‘meet' overseas applicants at a minimal cost
- The interview is captured and recorded in full
- Potential for speeding up the 'sifting' process
- Allows recruiters to widen their pool of initial applicants.
However, there are some potential drawbacks as Aparna Uberoy outlined to Personnel Today: “The notion of speaking into a camera rather than to ‘real' human beings can increase candidates' anxiety levels. It is worth briefing candidates in advance about how to prepare themselves for the interview to get the best from them”.
Tips for candidates include:- Speak clearly and concisely
- Minimise hand and body movements that might be potentially distracting
- Let the interviewer know if you are using notes, rather than looking down
- Try to be as natural as possible and imagine you are speaking directly to ‘real'a person
- Ensure you are attentive throughout.
Similarly, interviewers need to confront the problem of establishing rapport upfront by spending more time than usual putting candidates at their ease. Letting candidates know who is watching for example and who will have access to the tape can be helpful in allaying candidates' fears. Candidate briefing should also include guidance about how long they have for the interview, as there is a tendency for people to ‘run on' during interviews of this kind.
She adds that interviewers must be aware of body language issues and resist the temptation to read more into 'non-verbal cues', such as eye contact and gestures. Of course, technology plays an important part and camera positioning in particular is key as this affects direct eye contact. If technology is poorly set up, interviewers may fall into the trap of making inaccurate or exaggerated evaluations about the candidate's communication and interpersonal style.