If you're looking to use our own TalentAdore Hire built-in video interview feature instead, click here to learn more.
Creating pre-recorded RecRight video interviews
Our seamless integration allows you to perform all video interview related actions in TalentAdore: all the way from creating a video interview, editing the video interview invitation email, inviting candidates and reviewing their answers in the “Candidate view”.
Create a video interview by going to "Positions" page and selecting “Add video interview” from the actions menu (see the picture below). Contact us if your organisation does not have RecRight functionality switched on at the moment.
The pop-up window illustrated below requires confirmation each time a new video interview is created.
Please check from your organisation’s admin users, if you have an ongoing RecRight subscription or a custom package in use. If that is not the case, please let us know.
There are four possible ways you can add the video application question: typing, recording video, selecting video from a library or uploading video from your computer. Learn more in the short video below.
Leave the “Deadline” field empty if it is not defined yet. Please don't add any placeholders to the invitation message and note that signature is always added automatically.
All collaborators involved in the recruitment process can edit the video interview. Edits cannot be made after you have sent the video interview invitations.
Before publishing the position, ensure that your chosen recruitment flow comprises “Video interview” step.
Send pre-recorded RecRight video interview invitations in mass-action
This guide describes how you can send RecRight video interview invitations to multiple candidates at once. Contact us if your organization does not have RecRight functionality switched on at the moment, but you’d like to give it a try.
Prior to sending invitations, you need to make sure that the following actions are done in every position in which you want to use video interviews:
the position(s) has a video step in the recruitment flow,
video interview functionality is enabled and it has at least one video question,
an appropriate video interview deadline is set, giving candidates enough time to submit their answers (the deadline can also be undefined, then the video interview is open).
Go to the “Applications” page and use search filters on the left side of the screen to find relevant applications. Select applications that you want to move to the “Video interview” step. Then, choose “Invite to video interview” from “Other actions” menu (see the picture below).
A dialogue will open as illustrated in the picture below this paragraph. When applicable, it will indicate “Errors”, “Warnings” and “Information”. Click on the relevant block to see more specific comments. Before proceeding, you need to resolve errors or deselect applications affected by errors.
After doing necessary modifications and making sure you have selected the right set of applications, click “Continue” to proceed. Finally, a confirmation is asked from you before sending the invitations (see the picture below).
After invitation messages are sent to all candidates, this activity is recorded in the “Activities” list.
Send pre-recorded RecRight video interview invitations in mass-action
Prior to sending invitations, you need to make sure that the following actions are done in every position in which you want to use video interviews:
the position(s) has a video step in the recruitment flow,
video interview functionality is enabled and it has at least one video question,
an appropriate video interview deadline is set, giving candidates enough time to submit their answers (the deadline can also be undefined, then the video interview is open).
Go to the “Applications” page and use search filters on the left side of the screen to find relevant applications. Select applications that you want to move to the “Video interview” step. Then, choose “Invite to video interview” from “Other actions” menu (see the picture below).
A dialogue will open as illustrated in the picture below this paragraph. When applicable, it will indicate “Errors”, “Warnings” and “Information”. Click on the relevant block to see more specific comments. Before proceeding, you need to resolve errors or deselect applications affected by errors.
After doing necessary modifications and making sure you have selected the right set of applications, click “Continue” to proceed. Finally, a confirmation is asked from you before sending the invitations (see the picture below).
After invitation messages are sent to all candidates, this activity is recorded in the “Activities” list.
Best practises in pre-recorded RecRight video interviews
1. Record high-quality videos
Video interview questions are a showcase to your company and its employees. Recording professional questions helps in creating a positive image of the company and the team you represent. Plan your interview questions well in advance. Give a genuine impression of yourself and the company - this will also make the candidate feel comfortable when recording the answers. Check out tips for recording high-quality videos below.
2. Start a video interview with an introduction video
Before the actual questions, it’s possible to record an introductory clip that doesn’t require an answer. After recording, you can save the introduction video for later use. If you wish to use a pre-recorded company presentation video, you can upload it to your account.
These are items you may want to cover in the introduction video:
Introduce the company and yourself,
thank the applicant for his/her interest for the job, and congratulate him for making it this far in the process,
describe that the first round of interviews will be made via video
ask the applicants to answer briefly (for example, max one minute per question), and explain the approximate duration of the entire video interview (such as 10 minutes)
you may want to wish the applicant luck, and tell him/her that you really hope that he/she’s the person you’re looking for.
3. Consider using multiple interviewers
Some organizations have achieved great success by letting several team members record the video questions. This paints a picture of the team for the candidates.
4. Keep it short & sweet
Three to five questions are enough for most of the roles. But it depends on the situation. If you have a large number of candidates, 3-4 questions is an ideal number. If you’re interviewing a smaller number of candidates, but want to get a better feel of their expertise, 4-6 questions might be a good choice.
Video interviews do not replace the face-to-face interviews which is why you don’t have to ask everything between heaven and earth. Ask the most essential and informative questions that will define if the candidate will move on to the next recruitment stage.
Keep the questions short in order for the candidates to remember them and to be able to answer within the given time frame. The video introduction should be 1-2 minutes and the questions should be 15-30 seconds long. Ask questions that relate to the open position. Remember to adjust the desired answer time to the asked question, you don’t want to stress or confuse the candidate. The goal is to receive a clear answer within the time limit. Instruct the candidates clearly about the length of the answers.
RecRight has a lot of great content about video interviews. If you want to find out more about the topic, continue reading here.