Recruiting digitally could be faster and easier. But according to Forbes, when talking about candidate experience, "Nearly 60% of job seekers have had a poor candidate experience, and 72% of them have shared their experience." Candidates nowadays are asking more than ever for a transparent and honest hiring process, and one potentially challenging part is to ensure an excellent and “natural” candidate experience. So, how can we ensure a smooth and engaging video interview while improving candidate experience? That’s what we asked our talent team. Here is some insight into the approach we’re taking to manage the candidate experience with empathy and transparency at Babel Profiles. Nearly 60% of job seekers have had a poor candidate experience, and 72% of them have shared their experience. Do you have any video meeting recommendations? (ex. How should your background look like?/ Do you test your connection? Make sure candidates can access easily to the video interview?) Before the interview, let them know it is a video interview and that they are expected to use their camera. Mutual webcams are important as they mean you both can see non-verbal cues, not talk over each other and in general have a much nicer experience. It's good to mention to candidates you will be sending an email with the link to connect so they can test the link beforehand. Doble checks with the candidate to confirm they have received the link to connect themselves. Tell them what software you’ll be using so they can download it in advance. When it comes to the interview, ensure that you are seated in a quiet place, away from any distraction (e.g., friends, family, tv, construction noise, traffic outside, your neighbors). A white wall is ideal, but anything works! Be prepared to be asked questions if you have any items in the background that are unique and may act as ice breakers. Test the connection beforehand, try to login in advance (e.g., a day before), and be there 5 minutes early to show interest and initiative. Look into the camera, so the candidate will feel you are looking at them (not the screen). Ensure your computer is plugged into a battery source. Do not move the device around; be careful if it is a phone!! What are the follow-up actions that you take after a video interview? Send an email after the interview, to thank them, to encourage them to ask if they have any questions, and tell them a summary of the next steps (when can they expect to hear back, what happens next)... Ensure that they feel they are being taken care of from beginning to end! What are the most important points to consider while conducting a video interview? A working microphone is essential, but be attentive to the sound environment you’re during the call. Calling in from a coffee shop might look chic and urban, but it could add a lot of additional noise to the call. If you are calling from home, know who else is there and advise them you’re having a call and need some quiet. Make sure your attention is 100% on the candidate. Keep in mind that the candidate could be stressed, new to doing video interviews, or may not feel comfortable with themselves. Break the ice and have a casual talk with them, smile and keep your energy up, take good and careful notes of what the candidate tells you, be organized with your screen (e.g., keep the video, CV, and place to take notes all open so you don’t need to be switching around). If not before, connect on time, check your connection, background, sound, etc. everything as recommended to the candidate. What are you doing to ensure a good candidate experience? Introduce yourself clearly, address the call's objective, and make them understand is also a chance for them to discuss doubts about the opportunity, be open, friendly, and accommodating. Address eventual connection disruptions with a solution; if they have issues understanding you because of bad connections during the interview, they should not be afraid to tell you. Keep being there for the candidate, beginning to end: send emails, follow up, thank them, etc. (without overdoing it ;)), smiling, being positive, giving as much information as possible, supporting them with client information, guidelines for preparing for the interview, reassuring them that if they have any questions they can ask. If the process doesn't go as ideal, give them a plan b, tell them to keep their eyes open to other opportunities. Always leave them wanting to come back or refer us to someone else! Give them the attention they deserve, as if you are "only" managing them and their position. Keep being there for the candidate, beginning to end: send emails, follow up, thank them. Why do you think it is a good practice to ask the candidate's feedback after a video interview? Getting feedback will inform you of pressure points in the process that can only be seen from a candidate’s viewpoint. Understanding why candidates drop out is the only way to better the process and keep them engaged. Ask for feedback will also boost your employer branding, boosting candidate engagement (and decreasing dropouts), and can increase the number of referrals. Our Candidate Experience team is currently working on implementing post video interview surveys to gather insights on their experiences with us.