A one-way video interview is similar to a face-to-face interview, except there is no need for everyone to be available at the same time. You do it all online and in your own time.
With more than 95% of companies admitting to making a bad-hire in the past year, it is important that companies ask candidates the correct questions to get the information they require.
Wamly founder Francois de Wet, a trained industrial psychologist with over ten years experience in talent acquisition, says all interviews should consist of three main elements, namely a ‘soft start’, functional and technical questions as well as behavioural-based questions.
He said as this would’ve been done in a typical interview, the same structure should be repeated in a one-way virtual interview despite a panel not being present.
De Wet’s structure for the ideal interview is:
Start an interview with ‘soft questions’
Any interview should always be guided by keeping the job description in the back of the panel’s mind (the requirements and competencies required in a role), and with every question, build-up to get the information needed to make a hiring decision.
Ask about a candidate’s career to get an understanding of how they progress, and hiccups they might have had. This will help the candidate to grow comfortable and share more freely.
Ask functional and technical questions
It is important to know whether a candidate has the capabilities to fulfil a role. Questions around their knowledge and experience are therefore important.
A company is trying to understand if this person will match the requirements of the role by asking technical questions that represent the activities in the job.
For example, through Wamly’s one-way video interview software, accounting firm The Beancounter asks candidates a difficult tax question to know whether they have the necessary skills.
Once listened to this answer, they are able to very quickly decide if they will listen to the rest of the recording.
Ask behavioural-based questions
Finally, a company wants to understand how a candidate's personality might suit the requirements of the role. Try to avoid ‘yes and no’ questions, but ask open-ended questions about how a candidate would respond in situations from a behavioural perspective.
Behavioural-based questions will differ depending on the role, which industry a candidate is being hired for, and should again be highlighted in the role profile.
For example, in hospitality, you might ask how a candidate will respond to a difficult customer.
