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With more companies turning to a virtual workforce and expanding their candidate search internationally, video interviewing is becoming the norm. The benefits of video interviewing is to allow for “face-to-face” interactions while expediting the interview process and keeping travel costs at a minimum. However, video interviewing can be intimidating, even for those who use this type of technology on a regular basis. If you find yourself needing to take a video conferencing interview, be prepared by following our tips and advice:
The video conference interview is exactly what it sounds like – an interview performed long distance by video conferencing. Programs like Skype, Google Hangout and Apple Facetime are the most commonly used, but a company might have its own proprietary program as well.
Typically, video interviews are handled one of two ways;
As soon as the video interview is scheduled, ask what method is being used (Skype, etc.) so you can set up an account, learn how to use it and work on your comfort with communicating by web camera and microphone.
Arrive with plenty of time to get situated and feel comfortable with the room and equipment. Ask for assistance if you’re not sure how to use the equipment. Even if you think you know what you are doing or can figure it out, asking for a quick overview can eliminate any surprises.
Treat a video interview like any other. Expect the same type of questions you would be asked over the phone or in-person, and come prepared with your own questions to ask. Here are a few tips to remember during the interview:
Video-based interviews can pop up for candidates at all levels. If one comes up for you, are key recommendation is to conduct practice runs with your friends or family to help you look like a natural on your video interview day. Best of luck.
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Executive search isn’t some mysterious dark art. You’re not paying for secret handshakes and a magic Rolodex.
But that’s exactly what legacy firms want you to think.
They sell prestige. They sell access. They sell fear. And some companies buy it—because no one wants to screw up a high-profile hire.
Here’s the truth: access is the easy part. Executives respond more than anyone. The real challenge? Fit. Immersion. Results after the hire. And most firms skip that part entirely.
Jeff Smith and James Hornick rip the curtain off the smoke-and-mirrors world of exec search—and explain why most firms are failing their clients (badly) in The 10 Minute Talent Rant, Episode 109, “What Everyone Gets Wrong About Executive Search.”
Episode 109