Much of the advice that applies to in-person interviews also applies to “live” and video interviews, however here are some specific tips to help in the virtual domain.
What are virtual interviews?
Increasingly, before attending an in-person interview or assessment centre, candidates are having to attend some form of virtual interview. This could be a “live” virtual interview, meaning an interview with a human interviewer that takes place using video conferencing software such as Zoom, Skype, Microsoft Teams or Google Meet. Alternatively, it could be a “video” interview, which involves you having to record your answers to pre-determined questions and submit them through some form of portal.
Key insight from Hannah Salton: virtual interviews can enable firms to scale their assessment processes at a far lower cost, whilst ensuring that interviews are conducted consistently and without the level of bias that inevitably arises when relying on a large and diverse pool of internal interviewers.
During video interviews, you will typically face a series of pre-recorded questions. After each question pops up, you might be allocated a very limited period of time (sometimes only a minute) within which to formulate your answer, compose yourself, and then deliver the answer, so it’s imperative that you’re familiar with all the experiences that you can use as the basis for your answers.
Key insight from Hannah Salton: don’t rush through your answer to try and squeeze more content in – the recruiter will be looking for detail and depth to what you say. Try and use all or most of the time you are given to respond, but avoid padding out your answer with fluff and buzzwords if you have said everything you have to say.
Video interviews can feel very unnatural, artificial and impersonal, as you don’t have the opportunity to gauge and feed off human emotions and reactions. However, try to remember that all candidates are in the same boat and will likely be experiencing the same unease, so you won’t necessarily be at a disadvantage in the grand scheme of things.
Key insight from Hannah Salton: you aren’t expected to perform exactly the same as you would in a “normal” interview environment. The person watching your video back will have been trained specifically in how to assess video interview answers, and will understand the artificial context in which the interview has taken place.
If you are invited to a video interview, try to find out in advance which questions will be asked (or at least which competencies will be tested) and how long you will have to answer each. I wouldn’t recommend writing out “model answers” in advance to read out (as this can come across as robotic and unengaging) and if you’ve spoken to other candidates about their experiences, don’t assume that you’ll be asked the same questions in the same order. Firms might mix it up.
Top tip from Hannah Salton: even though you’re not in the same room as the person watching you, you need to think about body language. Sit up straight, use your hands naturally to support what you’re saying, and try and show energy and enthusiasm. Be clear and concise, and practice out loud to ensure you are getting across your motivation and passion in a measured and natural way. You might want to record yourself and watch the footage back to reflect on how you come across. This can feel quite embarrassing, but it can be really helpful for increasing your self-awareness!