In my recent Carpe Careers article, I talked about Video resumes may rise As the preferred application medium used in certain types of internships or job applications. A video resume provides an opportunity to bring your experience and skills into life and add a little bit of your own personality to it. After all, in an ordinary resume, it is difficult to generate a lot of energy by relying on the main points alone-and I am not sure I will recommend this method in your next written material:

  • Excitedly working with a team of three doctoral students…
  • Enthusiastically analyze complex environmental data with Python

This week, I will focus on the continued rise and growth of video interviews as part of the application process. I’m not talking about the new normal of conducting real-time interviews with real people through video conferencing. Instead, I mean the one-way video job interviews that are usually conducted on platforms such as Spark Hire and HireVue. In such interviews, candidates receive a link to the platform, where they must record answers to standardized questions without any human interaction. The employer can then access these recordings and share them with anyone involved in the recruitment process.

Although the format of these one-way interviews will vary by type or role and employer/industry type, in most cases, candidates will be asked 3 to 10 questions. These questions are usually asked one at a time, so you may not know what will happen next until you record the answer to the current question. Once you know the question, you usually also have time to think about your answer-this allows you time to think about a good example and gather your thoughts-which is impossible in your interview.

You will receive reminders about how long it takes to answer each question. These questions may vary from question to question or may be the standard for all questions. If you are not satisfied with your answer and the number of times allowed, you may also be told whether you can retake the exam.

In theory, retaking the exam sounds like a brilliant idea-who doesn’t like the idea of ​​being able to go back after messing up the answer and covering it with a better answer? And, in fact, when used strategically, this can be a great benefit in one-way interviews. For example, you are asked a behavior-based question, such as “give me an example of your disagreement with your consultant”. When you answer, the first story that comes to mind is that you don’t really want to talk about it, and you may not get it. A good lesson, and it will make you feel negative. In this case, it might be a good idea to consider another example. It will be worth the retake.

However, if you just want to re-answer the answer just because you stumbled upon a word or two, or the answer is not “perfect” enough, then I might want to reconsider. There is no perfection; after all, we are all human beings. And no employer wants to hear a fully scripted, robot-like response without any errors.

Generally speaking, the one-way interview method provides employers with a more efficient way to conduct the first round of screening interviews from a time perspective, because no one has to be in the same room/meeting at the same time. However, when it comes to candidates who provide answers, it does provide some of the following challenges.

Set the stage. As always, the first impression is important, so it’s important to make sure that your voice, lighting, background, and general surroundings look good and professional. There is no bed in the background, no cluttered surface. Unlike platforms such as Zoom, you may not be able to blur the background, so be prepared to move furniture around your space to eliminate visual or audio disturbances when necessary and possible.

Deal with the lack of human feedback. I remember that in an interview, the head of the office asked me a question about “the future trend of this professional field”. These are not the simplest questions, and if your answers start to go the wrong way, it is difficult to look back. Well, according to the director’s expression, I obviously did go the wrong way: this is not a positive, nodding face. This gives me the opportunity to revise my answer soon.

People’s feedback during the interview is very helpful. Interviewers may not be consciously aware of the signals they send out, but when you see a lot of people nodding while answering questions, it is incredibly reinforcing.

In a one-way interview, you get nothing. Depending on the platform, you may not even see a small window with your face inside. Some people hate to see themselves in video conferences, but my PhD. In terms of animal behavior, I spend too much time watching myself during video calls. We have been engaged in these video activities full-time for a year and a half, and I still want to know what I am doing, what I look like, and how I perform. Putting my vanity aside, seeing your choices in a one-way interview does provide some self-reinforcement because you feel like you are in an actual conversation with someone, which helps make your answer more attractive. If there is no selfie option, you will need to remind yourself to look at the camera and imagine the recruiting team that will watch your video-this will guide us to the next challenge.

Bring the right energy. In a one-way method of screening interviews, the employer did not do much to get the candidate excited about the position. During the interview, almost no energy was added to help the candidate show the most optimistic, energetic, and most prepared self. As a candidate, you will feel all the tension during the interview without any excitement when dealing with potential future colleagues.

It’s important to inject energy into your answer: it’s not runaway energy, or “I’m just sitting in the living room” energy. How much energy you need is to some extent related to the job itself, but hiring managers are rarely attracted by monotonous reactions and overly rigid body positions. You can only really be yourself in the interview-you are absolutely good enough-but make sure you show a vibrant self.

Provide the right content at the right time. The questions you are asked in these screening interviews shouldn’t be too surprising. There may be completely predictable, such as:

  • tell me about yourself.
  • How much do you know about our organization/department/team?
  • Why do you want this position?
  • What will you bring to this role?

Then, you might get some behavioral issues based on the most sought-after skills for a particular position, such as:

  • Give me an example of your project management.
  • Tell me about your new relationship.
  • How did you solve the research problem?

If you notice the question for a short period of time (for example, 30 to 60 seconds), then you know that you must provide an overview answer highlighting the main points and a list (rather than describing) some of the skills you are required to use to produce good The result of the situation. When you have two to three minutes to answer, you will want to provide a concluding answer first, and then use an example to tell a story to illustrate the skills in action.

This is where the STAR (situation, task, action, result) structure of your storytelling will help. Once you have completed your story and linked all aspects of it to the position you are applying for, a good best practice is to hint at other examples that you can share if you are invited to the next round of interviews. So, in the last 15 to 20 seconds, you can say something like this: “I’m happy to share a few more examples of how I can effectively use it as a teaching assistant for a 400-person course or as part of my participation in the data run by students on campus Science group.” As long as the example you provide in your answer proves to potential employers that you have the skill, this “make them want to know more” approach can make people excited about meeting you to learn about your other experiences.

Whether video resumes will become the new normal in the future is unclear, but the continued growth of these one-way interviews is more certain. If the person you have to talk to in the next first round of interviews is yourself, please keep some of these points in mind!


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