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How to Improve Candidate Confidence in Virtual Interview Skills

With so many companies switching to virtual interviews amidst this year’s pandemic, we wanted to understand how confident candidates feel with the new format.

We surveyed more than 500 job seekers and found that Gen Z is the most confident in their ability to video interview (64.9%), but only about half of millennials (56.7%) and Gen X (51%) feel confident. Surprisingly, one-third of Baby Boomers over the age of 65 feel confident (33.3%). 

It’s clear that some job seekers are comfortable with their virtual interview skills, but others could use extra guidance. And since video interview skills are not what make or break someone’s ability to work in medical sales, it’s important that recruiters do what they can to improve candidates’ confidence. 

Here are some ways you can help:

Written guidelines

While your first instinct might be to create video tutorials and offer individual tech support to applicants, these solutions don’t stand out as all that helpful to candidates. Instead, our survey revealed that the top request to increase candidates’ confidence was written guidelines and tips.

There are few effective ways you might provide helpful interview skills to candidates:

  • Select your most important tips and include them in an email template for when you schedule interviews. Your top advice can go right along with the instructions for joining the video call, making it clear and accessible for candidates.
  • Create a one-page PDF with instructions and advice for the video interview. A full page will allow you to elaborate and provide as many tips and FAQs as you need. Then, you can attach the document to the email confirming the candidate’s interview schedule.

Tips to provide 

No matter how you distribute these tips, make sure they are tailored to your specific video interviewing platform. Companies use many different solutions for their virtual interviews, so while your platform may feel intuitive to you, it may be one the candidate has not used before. 

Use the template below as a starting place for your written guidelines. These are some of the most common video interviewing recommendations for candidates:

Your appearance matters 

Everything an interviewer sees on the screen matters during a virtual interview. From the clothes you’re wearing to the room behind you, pay attention to all the details. 

Even though you’re at home, dress as if you were interviewing in person. Our company dress code is XXX, so you should dress accordingly. Additionally, avoid shirts that look distracting on camera, such as those with busy patterns. 

As for the room around you, make sure your background is free of clutter. It should look as professional as possible. For best results, place a light source in front of your face, rather than behind you.

Practice with the technology

If XXX is an interview platform you’ve never used, practice ahead of time to make sure you’ll be confident on the interview day. Adjust the settings on your microphone and camera so that you know they will work perfectly for the interview.

Make sure you also have a stable internet connection, as this will be essential in a virtual role.

Practice your storytelling

Unlike in-person, our virtual interviews might require you to answer questions within a given time limit. You will have XXX seconds/minutes to answer each question on our platform. 

Practice answering common interview questions to ensure you can concisely share your experiences. Time yourself so that you won’t get cut off before sharing the vest part of your story.

Additionally, practice making eye contact with the camera throughout the interview. This is one of the most important interview skills to carry over into a virtual setting. Eye contact matters whether you are in a one-way video interview or a virtual panel.

Trusting the candidates

While offering support is wise, many candidates have had experience with video interviews by this point and are confident that they know what they’re doing. If you overdo it on the advice, you may scare your candidates into thinking your process is more involved than it actually is.

All you need to do is make your interviewing guide easily accessible to candidates. It can be featured on your hiring landing page, attached to your interview reminder emails, or on the homepage of your interviewing platform. 

Trust that candidates will reach out if they have any concerns. By having confidence in your candidates, they will feel more confident when they come to the interview.


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