Live video interviewing tools like Async Interview allow hiring companies to include multiple participants. With Async Interview, the company can include three employees plus the candidate on the video interview.
When deciding who will join the interview team, it’s important to think about the interests of both the organization and the candidate. Failing to choose a team that meets the needs of either side will create a one-sided experience.
The organization must choose participants who will represent the organization well, will ask questions that push the candidate to share valuable and analytical information, and are knowledgeable about interviewing best practices.
With the candidate’s interests in mind, the organization should look to add participants that bring a level of comfort and familiarity to the candidate. It’s also important to include interviewers who the candidate would have direct contact with if hired on board.
Here is our suggestion for the three employees to consider for your live video interviews.
Recruiter/HR Contact – The recruiter or HR contact was most likely the first person to reach out to the candidate. They are also most always the candidate’s contact throughout the entire interview process. Including the recruiter or HR contact for the opening will ensure the candidate feels comfortable and already “knows someone” during the video interview. The Recruiter or HR contact will also be valuable in leading the conversation and video interview process.
Hiring Manager/Supervisor – It goes without saying that including the Hiring Manager or Supervisor is a must. This person should know the open role better than anyone at the company, and should be able to ask the best questions. They’ll also be great at answering the job specific questions that the candidate may have.
Department Co-worker – Including an employee who would be working on the same team as the candidate is extremely helpful. Doing this starts the bonding process immediately. The candidate will get a feel for the type of personality they’d be working with, what it takes to be successful, and can ask some specific questions about the job that may not be best for a supervisor to answer. This person also understands what it will take to be successful with the organization and can help analyze the candidate further.
What do you think about the three participants we’ve listed? Would you keep those three video interviewers or swap them with another role at the company?
