3 Ways Video Screening Helps You Build Strong Teams

By Sean Gordon

Making a good hiring choice is about a lot more than just finding someone with the right skills and qualifications, especially when the position is a member of a pre-existing team. The way people work together and the attitudes they share make a big difference when it comes to team building. You need someone who will work well with the current members, has a compatible sense of humor and work ethic and has strengths where the team may have weaknesses. Unfortunately, none of these things can be determined from a resume. Once you have selected everyone with the right skills, you have one of two choices. You can schedule a dozen or more interviews or you can use the asynchronous power of video screening to get an idea of who your candidates really are and how they would mesh with your team.

1) Finding the Right Energy

Video screening is better than a cover letter and CV because it gives you a chance to see your candidates in action. Even if they are simply sitting at their desk, the energy and enthusiasm they have for the work will be immediately apparent. Video intros alone will give you an idea of each candidate’s attitudes, personal style, and even how tidy they like to keep their desk. When you then review their video responses to your specific interview questions, you can see their enthusiasm, depth of knowledge and ability to answer questions in detail. All of these things matter a great deal when choosing a new member of the team.

2) Side-by-Side Screening

Video screening is asynchronous, meaning that you ask the questions on your time and they record their answers in their time. This means not only that you can dodge the hassle of matching schedules but also that you can save these video responses to review later and even side-by-side. Two candidates who both seem like a good pick can be directly compared for energy, posture, attitude, and quality of answers. Even better, if you happen to be building a new team or need to fill out multiple team slots, you can use this side-by-side technique to see how candidates look next to each other and determine if their styles will mesh well as two or more new team members added to your group.

3) Involving Current Team Members

Finally, as a hiring manager, you’re probably not in the habit of involving whole groups of people in your process the vast majority of the time. Sometimes a specific lead or manager will join you for an interview to ask position-specific questions, but for the most part, the team stays out of the process. However, it’s also a good idea to get a team’s opinion on new candidates before adding a stranger to their dynamic. Rather than managing the scheduling nightmare of bringing them all to an in-person interview, you can ‘bring the candidate to them’ with the pre-recorded clips. Let the team look over videos of who you’re considering and submit their opinions as to who they want to work with and think would mesh well with their current way of doing things.

Video screening is a fantastic way to actually get to know your hiring candidates without the challenge of scheduling a long string of interviews. This way, you can get down to the best potential candidates before scheduling the first in-person interview, saving your valuable time and theirs. Whether you’re hiring into a pre-existing team or building a new one from recruits, video screening allows you decide based on both hard and soft skills, demeanor, personal energy, and company culture compatibility, not just what’s written on the resume. For more information or to try out video screening for yourself, contact us today!

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