Virtual interviews allow HR professionals to remotely hire the best talent. There are many benefits to the video interview – it saves time, suits flexible working and - with permission - you can record the session and watch it back to help you make your decision.
Consider that most hiring managers conduct three interviews per candidate, with some organisations like Google following multi-stage interview hiring featuring different people from across the business. Now imagine how much time you can save by running a virtual meeting. But the question remains - how do you conduct a video interview for maximum impact? You’ll need to begin by adapting your pre-interview preparation.
Prior to the interview
One-way or two-way interview
Video interviews are one of our top tips for hiring and onboarding remotely , but first you must choose which style suits you best. One-way interviews don’t require you to interview the candidate in real time; instead you send the questions on and have them record their answers. You can either use specialised video interviewing software which will send out invites and do the recording for you, or have the candidate record and send it on themselves.A major benefit of this video interview style is the added ease – you don’t need to find a time where both you and the candidate are available, and you can watch it at your convenience. It allows you to create a more consistent process but this comes at the cost of an impersonal format.
A two-way video interview entirely mimics the traditional interview, but without both you and the candidate being in the same room. Again, you can use specialised technology that can help you keep organised when interviewing multiple candidates.
Because you are having a conversation in real-time, this two-way conversation allows you to understand the candidate better. Also, you have the chance to ask follow-up questions, which is a luxury you do not have in a one-way interview.
Choose your room wiselyWhen choosing which room you’ll conduct the video interview in, make sure it’s a quiet space with good lighting and consider using a backdrop. These are all small factors but they will help the meeting run smoothly and look professional – both of which will ensure the video interview has maximum impact. Depending on the video interview software you use, you may be able to select a neutral backdrop to virtually overlay your home setting.
Do a test run49% of businesses agree that video interviewing is a useful method to help them distinguish themselves from other employers. But to stand out for the right reasons your technology needs to be up to scratch. Check your tech before the interview, testing everything from your microphone volume to your internet connection. A top tip is to use a headset as this will cut out background noise.
A noticeable time lag will make communication difficult and even uncomfortable in some cases so your connection must be high quality. Additionally, any technical glitch on the day will interrupt the flow of the interview which can leave the candidate, or you, feeling thrown off balance. Having your technology set up and running without complications is the best way of ensuring that your video interview has maximum impact.
During the interview
Remember that a virtual interview should feel as professional and flow as seamlessly as an in-person interview. Seven in ten candidates will share a negative job experience online, which can hurt your future recruiting efforts, whether they happen online or not. So it’s vital that you consider how you can make sure your video interviews run as seamlessly as possible. Here are some quick tips:
Have their CV to handNo matter if you’re recording the video interview or not, you’ll want to have a hard copy of the candidate’s CV in front of you. When conducting multiple interviews, it’s a common problem to forget which candidate said what. Save yourself the task of searching back through the video clips and make detailed annotations; this will leave you more time to search for new leads or screen candidates.
Put them at easeInterviews are notoriously nerve-wracking and despite not being in the same room as you, the candidate may still feel tense. To see their true potential, you must make them feel comfortable. It’s recommended that for a video interview you only need to frame your face and shoulders in the camera shot, which means that you’re relying on your facial expressions to communicate your body language. Therefore, strong eye contact and an encouraging smile are paramount and will help put the interviewee at ease.
Slow it downEven if you have the best technical set up and a great internet connection, picking up on social cues can be tricky in a video interview. To make sure that you don’t miss out on any signals, keep the pace of the interview slow. Relaxing the speed will also alleviate any nerves for the candidate and allow them time to collect their thoughts and showcase their abilities.
After the interview
Keep in touchJust as you would after an in-person interview, it's crucial to maintain contact with the candidate, or the recruiter you're working with on their behalf. If you don’t keep regular contact with prospective employees, this signals that you are not serious about hiring them and the candidates may pursue other options. Therefore, to maintain access to the best pool of candidates, you should make a point of communicating timelines clearly and updating throughout the recruitment process.
Making an offerThere’s no use in waiting around to give candidates your verdict. Speed is of the essence and if you manage the timing poorly you risk losing your top candidates to other employers. Once you’ve made your decision it’s time to let your latest recruit know the good news and reach out to the other interviewees to thank them for their time.
In summaryFor years hiring managers and recruiters have weighed up the benefits of video interviewing against in-person interviews but in light of recent changes to our global workforce, no one can deny how essential the virtual meetings are to keep businesses moving along as usual.
Marks Sattin has been recruiting for over 30 yearsIf you found this advice on conducting a video interview for maximum impact helpful then you can view more of our market insights here. Marks Sattin is a specialist recruitment firm working with the best talent across banking, finance, executive search, technology and business change. And with over three decades of experience recruiting for these divisions, you can trust us to source the most suitable and talented candidates.
Restructuring, rebuilding and transforming are high on everyone’s agenda and will continue to be, especially when considering further lockdown restrictions being put in place across the UK and Ireland. The current crisis has put extreme pressure on cash flow, workflow and staffing, pushing decision makers to make tough calls to plan for the future. While some organisations may be able to restructure and redeploy teams to other areas of the business, there are lots that will need to become more lean in order to weather the storm and arise from this challenge in a strong position. It’s crucial that any employee transition is managed in the right way so you can minimise business disruption, ensure employees leave with dignity and respect and re-assure remaining employees, helping you protect your employer brand and reputation and put you in a strong position for when you are looking to hire again in the future. . On this note, our sister company, Intoo UK and Ireland specialise in outplacement solutions and can offer advice and support. They have produced a guide called ‘Supporting your organisation through change and redundancy’, which provides useful information and support to HR or managerial teams responsible for leading change and managing the redundancy process. It works as a roadmap for employers to implement change in a way that minimises business disruption and, most importantly, protects employee wellbeing. You can download Intoo’s guide here. The guide covers:Assessing the need for redundanciesCommunicating changeThe redundancy process (including; preparation, evaluation criteria, consultation and legislation)Career transition support
Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers, with the self-employed bracket now making up 15% of the entire working population. The number of self-employed workers jumped from 3.3 million in 2001 to 4.8 million in 2017, with a corresponding fall in the unemployment rate showing the overall boost in jobs growth from the rise in self-employment. However, the attractive market for freelancers and contractors has been hit with some uncertainty in recent times, thanks largely to the 2018 Autumn Budget’s announcement of IR35 tax reforms. Here’s what the new IR35 rules could mean for you and your business: What is IR35? IR35 is a piece of legislation originally introduced to the UK in 1999. Its purpose is to differentiate between those workers who operate as genuine contractors and those who work as ‘disguised’ employees to avoid paying tax. It came about to challenge contractors who were taking advantage of the tax efficiencies of working through a limited company, with the aim of defending both the Exchequer from lost taxes and protecting workers’ rights from unscrupulous employees. However, the IR35 has proven to be ambiguous for many, with some contractors taking advantage of loopholes and a lack of clarity. Hence, the new IR35 rules aim to tighten up the contractor market and ensure tax avoidance loopholes are closed. How does IR35 work? There are three principles that can help to determine employment status and whether a contractor falls inside or outside IR35: Control (the degree of control the client has over the work a contractor does and how and when they do it) Substitution (whether the worker needs to do the work themselves or if they could send a substitute in their place) Mutuality of obligation (whether the employer is obliged to offer work and the contractor is obliged to accept it). Additionally, the contract type, provision of equipment and whether a worker is “part and parcel” of a business can all help to determine whether someone falls inside or outside IR35. The change in IR35 rules shifts the responsibility to determine tax status away from the contractor and onto the business that takes them on. Until now, contractors have been able to self-determine their status, however as of April 2020, when the new rules come into effect for the private sector, companies will risk being fined if they don’t make the correct assessment. How will IR35 impact contract workers? It’s anticipated that many contract workers who have been enjoying the tax benefits of working outside IR35 will fall under the legislation when employers are tasked with determining their status. This will see more contractors having tax and National Insurance contributions deducted from their pay. However, if you operate as a legitimate small business and are determined to work outside of IR35, you will not be affected by the rule changes. How will IR35 impact employers? The major change for businesses is that they will now be responsible for determining the IR35 status of any contractor working for the company. The new rules will only apply to medium and large sized businesses, so contractors who work for small businesses can continue to set their own IR35 statuses. Those businesses that the IR35 rule changes do apply to will face paying back taxes and fines should they be found to be noncompliant. What should I do to prepare for IR35? Contractors may wish to speak to an accountant or personal finance expert to determine whether IR35 will impact them and if a move to permanent work may prove to be more beneficial after the rules come into effect. For many, contracting will remain appealing regardless of increased tax responsibilities, however it’s important to factor in any change in income that IR35 may bring about. Businesses are being warned not to make blanket assessments that cover all their contractors, as this can leave workers without a fair assessment and risk them paying unnecessary taxes without equivalent employment rights. Instead, businesses should consider IR35 status on a case-by-case basis or they may risk losing out on top talent. The HMRC has released a consultation document for businesses to prepare for the IR35 changes, recommending identifying and reviewing current contract workforce status and putting processes in place for taking on new workers. At Marks Sattin, we pride ourselves on keeping abreast of all industry legislation, updates and changes that affect our candidates and clients. Speak with us about how we can help you. References: https://www.bbc.co.uk/news/business-44887623 https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/trendsinselfemploymentintheuk/2018-02-07 https://www.contractorcalculator.co.uk/what_is_ir35.aspx https://www.axa.co.uk/business-insurance/business-guardian-angel/how-ir35-changes-will-affect-freelancers-and-self-employed-contractors/ https://www.telegraph.co.uk/business/ir35-rules/new-contractor-tax/ https://www.telegraph.co.uk/business/ir35-rules/how-will-new-rules-impact-business/ HMRC consultation document
The past few months – and indeed, years – have demonstrated just how important diversity and inclusion are in modern society. Through the #MeToo and Black Lives Matter movements, a light has been shone on the inequality and injustice that persists, not just in our day to day lives, but also in the workplace. We can no longer ignore how important diversity and inclusion are to businesses, nor can we expect things to get better without actively working to improve conditions and outcomes for everyone. And while promoting diversity and inclusion is absolutely the right thing to do for employees, there are also business benefits to doing so. What is diversity and inclusion? Diversity and inclusion aren’t just a priority for HR departments – it should be a key business strategy for all organisations. Workplace diversity can be defined as the understanding, acceptance and promotion of differences between people. This includes those of different genders, races, ages, sexual orientations, disabilities and religions, as well as people who have different educational, socioeconomic and experiential backgrounds. Meanwhile, inclusion is about creating a supportive and respectful work environment that values collaboration and participation of all employees, helping everyone to feel included. Together, diversity and inclusion make companies more welcoming, accessible and harmonious for everyone, not to mention more profitable and competitive. Why is diversity and inclusion important? First and foremost, diversity and inclusion are essential to make workplaces better for everyone. Purely from a compassionate perspective, it’s the right thing for employers to create environments where people feel comfortable to be themselves and can succeed without limitation. Commercially, diversity and inclusion have a significant number of benefits. Firstly, a strong focus on D&I can significantly widen the candidate talent pool , giving you access to more candidates who may be excluded by non-diverse hiring strategies. With 70% of job seekers looking for a company’s commitment to diversity when applying for new roles, it’s clear that you may be missing out on top talent if you neglect to address D&I in your organisation. On top of that, diverse organisations have better business results, higher employee satisfaction and are more innovative, according to Business in the Community . McKinsey research shows that executive teams in the top quartile for gender diversity were 25% more likely to have above-average profitability than those companies who perform poorly in terms of executive-level gender diversity. This figure jumps to 36% when analysing teams with ethnic diversity. Diverse teams have also been proven to be more innovative, solve problems faster and have more engaged employees. Small steps to move the dial on D&I in your organisation The current emphasis on working from home presents a key opportunity for employers to rethink their D&I hiring strategies, with current conditions potentially opening up more flexible, part-time opportunities for those who may not have otherwise been able to commit to a 9-5 office job. To welcome more working parents and caregivers, disabled people and those with neurodiversity requirements, consider whether vacancies could be flexible, remote working or on part-time hours. Now is the perfect time to rethink your workspace and how it can be made more accessible to more people. A dedicated diversity and inclusion policy, taskforce or officer can help to highlight its importance within your business. You could perform a D&I audit, examining the levels of diversity that exist within the company and specifically at the executive level, and set goals to achieve a more balanced, inclusive environment within a certain time period. Have open conversations with your team members about D&I and ask them what would make them – and new team members – feel more welcomed. It’s also important to acknowledge the diversity that already exists in your company, such as by celebrating different cultural and religious events, greeting bilingual employees in their mother tongue or inviting families into work. Finally, while diversity and inclusion should be championed at the very highest levels of your business, it’s crucial that every single team member feels safe to contribute to these discussions and voice their opinions and stories. Prepare to tackle some difficult topics and be questioned. While subjects like the gender pay gap, lack of executive-level diversity and opportunities for progression can feel difficult to address, they are important conversations that need to be had in the process of making real change. Marks Sattin can help to diversify your talent poolBy partnering with a specialist recruitment agency which has a strong focus on diversity and inclusion , you’ll benefit from having access to more candidates and guidance on how to actively recruit from diverse talent pools. At Marks Sattin, we can help you identify, attract and retain exceptional people across financial services, technology, change management and more. Learn more about our commitment to diversity and inclusion or contact us to have a chat about how we can work together.