Digitally recorded interviews
Digitally recorded interviews are a contemporary interview format where candidates record their answers to pre-set questions and submit them for review. This method has gained popularity due to advancements in technology and changing workplace demands.
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Benefits and considerations of digitally recorded interviews
Benefits
- Comfort for candidates: Candidates can complete the process in the comfort of their own home, allowing individuals to perform to their best.
- Flexibility and convenience: Interviewers can watch the recordings at their convenience, providing flexibility in scheduling and allowing them to carefully evaluate each candidate.
- Accessibility: Eliminates the need for geographical proximity, making it easier for candidates from various locations, including those out of the country or state, to apply.
- Efficiency: Ideal for positions with a high volume of applicants, as it allows for quick screening without the logistical challenges of scheduling numerous live interviews.
Considerations and solutions
- Interaction and engagement limitations: Digitally recorded interviews lack real-time interaction, making it difficult to assess interpersonal skills and immediate reactions.
- Solution: Ensure that these are not skills that are essential for the role.
- Controlled responses: Candidates may tailor their answers to showcase only what they believe the employer wants to see.
- Solution: Seek additional information if a candidate presents many of the attributes that are sort but are lacking in some areas.
What digitally recorded interviews are suited for
- Attributes showcased: This format allows candidates to demonstrate technical skills and knowledge at their own pace, while also showcasing their ability to articulate responses clearly and concisely. Candidates’ ability to blend technical expertise with interpersonal skills which can significantly enhance team dynamics and customer interactions are able to be showcased through this method.
- Roles and industries: Best suited for roles like data analysts, graphic designers, and freelancers, and works in industries such as creative services, STEM, and technology, where precision and independence are valued. Roles that benefit from the ability to convey complex information clearly and efficiently in a social setting are well suited.
Example: A company hiring a virtual assistant uses digitally recorded interviews for initial screenings. Candidates respond to pre-set questions about their organisational skills, time management strategies, and familiarity with tools like scheduling software or project management platforms. This method allows candidates to showcase their ability to communicate clearly and efficiently while demonstrating their technical proficiency. Employers can review responses at their convenience, streamlining the screening process. Those who perform well proceed to a live task simulation to assess their ability to handle real-time administrative challenges.
Conducting neuro-inclusive digitally recorded interviews
Digitally recorded interviews can be utilised as a flexible and convenient way for candidates to showcase their skills. By implementing neuro-inclusive practices, employers can ensure this process is accessible, equitable, and supportive for all applicants, including those who are neurodivergent.
Pre-interview preparation
Digitally recorded interviews lack real-time interaction, which may create uncertainty for candidates. Without clear expectations or guidance, candidates’ responses may not align with employer’s expectations.
Neuro-inclusive strategies
- Neurodivergent awareness training: Ensure hiring teams understand how neurodivergent individuals may process and respond to questions in a digitally recorded format to remove unconscious bias.
- Detailed interview information: Provide candidates with a clear outline of the group interview process, including:
- The interview schedule and submission deadlines.
- Access details for the recording platform and troubleshooting resources.
- A breakdown of the process, including the number of questions and time limits for responses.
- Examples of the type of information sought in responses.
- Contact details of a dedicated support person from the organising to answer any questions or queries.
- Accommodations and adjustments: Encourage candidates to request specific accommodations, such as alternative formats, such as using an interview style with a support person or submitting written responses.
- Practice opportunities: Provide candidates with a chance to test the platform and familiarise themselves with the technology before recording their official responses.
Preparing the digital interview environment
This format of assessment method is likely to be less daunting for neurodivergent candidates as it realises less on social and communication aspects. However, technical issues or unclear instructions may create stress or uncertainty for candidates.
Neuro-inclusive strategies
- User-friendly platforms: Choose a straightforward recording platform and provide step-by-step guidance, including video tutorials or written instructions with screenshots.
- Sensory considerations: Inform candidates about potential sensory triggers, such as notification sounds or bright screens, and suggest settings to minimise distractions.
- Accessible support: Assign a point of contact to assist candidates with technical or process-related concerns.
During the interview process
Without real-time interaction, candidates may find it difficult to interpret open-ended questions or feel unsure about how much detail to include.
Neuro-inclusive strategies
- Structured and clear questions: Use specific and straightforward phrasing to avoid ambiguity. For example:
- Instead of: “Tell us about yourself,” ask:
“What tools do you use to organise your daily tasks?” and “How do these tools improve your efficiency?”
- Instead of: “Tell us about yourself,” ask:
- Guided prompts: Include examples or follow-up suggestions to help candidates structure their responses. For instance: “Describe a situation where you managed multiple deadlines?” and “What tools did you use?”
- Flexible timing: Allow candidates to pause between questions or submit recordings within a defined time window, enabling them to organise their thoughts and reduce stress.
After the interview
The lack of immediate feedback may leave candidates uncertain about their performance or next steps.
Neuro-inclusive strategies
- Clear timeframes: Provide explicit timelines for reviewing responses and notify candidates about the next stages. For example: “We will review your responses within five business days. If you progress to the next stage, you will receive an email with further instructions.”
- Constructive feedback: Offer specific feedback, highlighting areas of strength and suggesting improvements.
- Process review: Collect feedback from candidates to identify and address any barriers they experienced during the digitally recorded interview process.
Example of a neuro-inclusive digitally recorded interview
Scenario: A company hiring a virtual assistant uses digitally recorded interviews for initial screenings.
Actions taken:
- Candidates receive detailed instructions, including how to navigate the platform, submission deadlines, and the nature of the questions.
- Questions are clear and specific, such as:
- “How do you use scheduling tools to manage tasks?”
- “Describe a time you handled competing deadlines. What strategies helped you succeed?”
- The recording platform allows candidates to pause between questions, providing flexibility.
- Technical support is available to resolve any issues.
Outcome: Candidates can showcase their organisational and technical skills in a low-pressure environment. The employer benefits from a streamlined, equitable process while identifying candidates who meet the role’s requirements.
Digitally recorded interviews, when designed thoughtfully and executed with neuro-inclusive practices, serve as a versatile tool for screening candidates across various locations and circumstances. By incorporating neuro-inclusive strategies, employers can ensure these interviews address the unique needs of neurodivergent candidates while elevating the overall fairness and effectiveness of the recruitment process.
