Insider Tips for Mastering Your Video Interview
Joe Monaco • July 20, 2020
Help to Navigate Successfully through our New Business World!
So, you’ve spent your career, college education, or maybe
your specific technical studies, preparing for a coveted job—only to find the
economy suddenly shut down —and you with it
. As if that wasn't enough, the hiring world suddenly went
all Alice in Wonderland
on you.
Instead of the slam-dunk interview you expected to ace—given your ebullient personality and great qualifications—you are forced to prepare for a remote interview with a slim chance to develop the personal chemistry you hoped would earn you the job. Then again, you may be the all-business type, hoping your job interview will focus on your resumé instead of your personality.
Instead of the slam-dunk interview you expected to ace—given your ebullient personality and great qualifications—you are forced to prepare for a remote interview with a slim chance to develop the personal chemistry you hoped would earn you the job. Then again, you may be the all-business type, hoping your job interview will focus on your resumé instead of your personality.
Either way, scoring a job now may mean mastering a video
interview a la digital
software. And, in the immortal words of football coach Paul Bear Bryant, “It’s not the will
to win that matters – everyone has that. It’s the will to prepare
to
win that matters.”
Here are Elite Technical’s tips on how to do just that.
Here are Elite Technical’s tips on how to do just that.
BEFORE THE INTERVIEW:
- Familiarize yourself with the digital platform required
by the interviewer and download the program in advance.
Whether
using Skype for Business, Zoom, another teleconference platform, or any new equipment you must get for an online meeting, be sure to make enough time to test it well in advance of your scheduled interview. Make sure you know how to turn your camera and microphone on for
video-conferencing.
- Check your online connections
and make
sure you have adequate signal strength. (If not, find a better location.) Also
ensure that your computer or phone is pre-charged or that you are plugged into
a reliable electrical source. Early on your Interview Day, test your own equipment
and Internet connection —again.
- Prepare your locale. Test your lighting. There’s nothing worse than interviewing someone who looks like (s)he is in a grainy dungeon. Position a bright light in front or above you so that your picture is clear. Also make sure your interview space appears clean and organized.
- Be
available and
ready at your computer or phone at least 10 minutes ahead of your scheduled
interview time.
- Minimize distractions
.
Whether conducting your interview at home or another location,
inform
those around you that you will be on an important call. Go to a
quiet place in your home or office and make sure in advance that those around
you know that you require a quiet zone and cannot be interrupted. It may help
to let others know exactly when and approximately how long you will be occupied.
Turn off the ringer on other phones and cell phones, and shut down anything else that will create annoying background noise, including noisy fans, air conditioners, the radio, background music, TV, etc.
If you have young children at home, be sure to provide them with other supervision and/or a safe activity that will keep them quietly occupied during your interview.
- Have a glass of
water nearby
to avoid dry mouth during your
interview. If you must cough or clear your throat, be sure to turn away from
the phone or microphone.
- Plan key points
you want to make
and focus those on how your skills and
experience will add value for the company, project and/or manager.
- Print out and
review your resumé
in advance, and keep it handy during
your interview. Add to your resumé that you are available and able to work
remotely if needed.
Practice speaking in short but thoughtful sound bites. Avoid long monologues, whenever possible and prepare for questions you anticipate. To sound authentic instead of rehearsed, try piggybacking your thoughts in the moment on the interviewers questions or comments and striking a conversational tone. - Practice distilling your messages
into
snippets of information that you can string together in an orderly sequence,
using examples and anecdotes that help tell your story while conveying your
skills, insights and passion for your work.
Also, practice with friends, relatives or a mentor , allowing them to ask you typical interview questions and give you time to get comfortable speaking about yourself and your skills. The point is to just practice being yourself so you won’t sound over-rehearsed. - If you must use a
cell phone, do so in a stationary location and not while driving or walking
through the home or office.
Movement can
interrupt the reception and call quality mid-interview. Not to mention, if
using Facetime or similar app, you don’t want to make your interviewer dizzy!
- If you will be
using a phone with call waiting, disable those interruption services before the
interview
if you are able.
- If you anticipate
being nervous, practice slow breathing or meditation in advance
. ( Note:
You can practice relaxing today by registering for a
free online stress reduction course at ExtraordinarySelf.com
; the comprehensive Transform Your Stress Landscape
course
includes a simple breathing exercise that promotes relaxation and the course
helps you understand and control stress triggers and reactions. Alternately, you
might try apps, such as Calm
, or use other relaxation techniques.
- Have your interview notes at the ready and a pen and notepad to take notes during your interview, if needed
.
Avoid clicking
away on a keyboard as the tapping sounds may distract your interviewer.
- As with an
in person interview, plan your interview outfit and dress professionally
.
First impressions count big. - Be sure to learn about the company, the hiring manager and the job. Read the company website; know the company mission; familiarize yourself with the company values and culture; and find out as much as you can about the job requirements. If you are working with a recruiter, ask for any tips or information he or she can provide to help you win the job!
DURING THE INTERVIEW
- Behave in the same courteous manner you would in
person.
- Speak directly
into your audio source and look into the camera.
Watch your interviewer’s body language and take note of visual cues.
Also be aware of your own body language. Maintain eye contact, smile when
appropriate, and avoid fidgeting.
- Watch and listen
carefully for the interviewer’s voice during the interview.
When you hear it, be sure to stop talking. You will most likely be given
an opportunity to revisit, expand on or reshape your thoughts before the
interview ends.
In the meantime, pace yourself to your interviewer to establish good rapport.
- Be sure to smile
during the interview.
Smiling will help
you feel good and sound friendly and accessible. Also infuse energy into your
voice! It conveys enthusiasm. An author I know jumps on a trampoline before making
sales calls so she will sound energetic and lively on the phone. She is very
successful!
- Remember, the goal
of the interview is to help the hiring manager decide why
to hire you.
Be very clear in your own mind about why! Your discussion should communicate
your relevant experience, insights, work ethic and understanding of job
requirements.
Know your accomplishments, career goals, how you overcame work
and personal challenges, and why you are interested in working for that company.
Be prepared to discuss your strengths and (the dreaded question about your) weaknesses. Also be ready to explain how you would your evaluate project success, individual or team success on the job. - Present evidence.
Explain how your skills, approach or insights resulted in specific successes
at work. If possible, share helpful performance metrics and outcomes.
- Be ready with questions to ask, such as queries about company goals, position or manager’s goals, organizational structure, workplace culture, expectations, performance measures, and next steps.
AFTER THE INTERVIEW
- Celebrate your good work
and reward
yourself, if only with a chest thump or pat on your heart for preparing,
learning and making a solid effort.
- Follow up with a brief and carefully written email to your
interviewer(s)
within 24
hours. Use this thank you note as a reminder of your key message or after
thoughts you think might sway the hiring decision your way. Remember to focus
this short message on value. Your interview is as much about their needs as
about you.
- Stay in touch with your recruiter to follow up on a pending job offer and on-boarding needs. If no offer is made, ask your recruiter for feedback you can learn from so you will be even better prepared for a future interview.
If you haven’t yet landed an interview, be sure to check out EliteTechnicalJobs.com for current opportunities. Also, feel free to contact an Elite Technical Recruiter about positions of interest to you.
As author Joe Poyer said, “Thorough preparation makes its own luck.” — We wish you much luck!
Welcome to the future of recruiting—where precision, inclusivity, and speed work together to deliver exceptional results for employers and candidates alike. Whether you’re an organization searching for the perfect technical hire or a job seeker striving for your next big opportunity, understanding the shifting landscape of talent acquisition has never been more crucial. At Elite Technical, we believe that embracing recruiting automation is key to creating a smarter, more dynamic, and rewarding hiring journey for everyone involved. What is Recruiting Automation? Recruiting automation refers to leveraging technology—especially artificial intelligence (AI) and smart software platforms—to streamline the hiring process from start to finish. It’s about replacing repetitive manual tasks with seamless, data-driven workflows that empower recruiters, hiring managers, and candidates. In practical terms, recruiting automation might mean: AI-powered resume screening that highlights top matches Automated scheduling tools that eliminate back-and-forth emails Predictive analytics that assess candidate fit and retention likelihood Intelligent recommendations that connect job seekers with the best opportunities Rather than replacing people, recruiting automation amplifies human expertise. Your team spends less time on administrative tasks and more time nurturing relationships and understanding candidate aspirations. How Elite Technical Powers Smarter Recruiting At Elite Technical, we’re passionate about harnessing technology not just for efficiency, but to deliver a more personalized and thoughtful experience for our clients and candidates. Our approach goes beyond traditional methods by integrating AI-enabled platforms throughout the talent journey. Advanced Talent Sourcing Through automated talent sourcing, we swiftly identify qualified professionals across technical specialties. Powerful search tools scan thousands of profiles, flagging those who match your unique needs in skills, experience, and culture fit. This approach increases both the quality and diversity of your talent pool, driving more meaningful connections in less time. Precision in Candidate Selection Leveraging ai recruitment, we evaluate candidates using objective, data-backed criteria. Machine learning algorithms can highlight subtle skills and patterns, helping our recruiters make fairer decisions—and reducing unconscious bias. The result? Every candidate has an equal opportunity to showcase their potential, and employers receive a shortlist of truly outstanding talent. Seamless Communication Our automated platforms keep everyone informed and aligned throughout the process. Candidates receive regular updates, interview reminders, and feedback. Clients gain instant visibility into search progress and insights on the candidate market. This transparency makes the entire experience less stressful and more engaging for all. How Recruiting Automation Improves Technical Staffing In technical and engineering fields, speed and accuracy are everything. The best talent is in high demand, and organizations can’t afford long vacancy periods. That’s why recruiting automation is a game-changer for technical staffing. Faster Placement: Automated resume screening and interview scheduling dramatically reduce time-to-hire, allowing you to secure top professionals before your competitors do. Reduced Bias: Standardized evaluation processes and AI-supported workflows help remove subjective factors, ensuring selections focus on merit and alignment. Improved Quality of Hire: Data-driven assessments and predictive analytics identify candidates not just suited for today’s role, but who will thrive in your organization for the long haul. Stronger Talent Pipelining: Proactive sourcing ensures a steady flow of well-matched prospects, so your projects won’t be slowed by talent gaps. By optimizing the entire talent sourcing process, automation frees up your recruiters to focus on what truly matters—building relationships, understanding client needs, and ensuring each match is a success. The Power of AI-Enabled Technology in Hiring AI isn’t just a buzzword at Elite Technical—it’s a driving force behind our commitment to innovation. Here’s how our AI-enabled technology elevates your hiring outcomes: Unparalleled Insights: AI tools analyze vast datasets to reveal hidden talent, predict future performance, and identify transferable skills that might otherwise go unnoticed. Continuous Learning: Advanced algorithms get smarter with each hire, fine-tuning their recommendations and improving over time. Candidate Experience: Automated engagement keeps job seekers informed and empowered, reinforcing your brand’s reputation for professionalism and care. When you combine the expertise of seasoned recruiters with the precision of AI, you create an environment where every placement is informed, timely, and impactful. Why Choose Elite Technical As Your Recruiting Partner What sets Elite Technical apart isn’t just our technology—it’s our unwavering dedication to your success. As a certified Woman-Owned Small Business recognized for excellence in healthcare staffing, we’re proud to champion diversity, inclusion, and social responsibility at every step. By integrating recruiting automation with our core values, we help organizations and individuals achieve their goals, contribute to vibrant communities, and shape a brighter future for the industry. Join the Future of Talent Acquisition Ready to experience a smarter, faster, and more intentional approach to hiring? Connect with Elite Technical’s talent network today. Let us show you how our combination of expertise, innovation, and heart will elevate your next career move or recruitment campaign. Your success story starts with the right partner—and the future of recruiting is here.
Organizations must stand out in an increasingly competitive job market to attract the best talent. A robust talent acquisition strategy is essential to achieve this goal. It involves a deliberate approach to identify, attract, and hire the right candidates who not only have the appropriate skills and experience but also fit into the company culture. In this article, we will delve into the key components included in effective talent acquisition strategies. Understanding the Goals of Talent Acquisition Before forming a talent acquisition strategy, it’s critical to understand the goals. These goals can vary widely based on the organization’s needs. For example, some may aim to fill specific technical roles while others focus on building a diverse workforce. Establishing clear goals aids in shaping the direction of recruitment efforts and aligns them with overall business objectives. Aligning With Business Objectives An effective talent acquisition strategy should align with the broader business objectives of the organization. For instance, if a company aims to expand its operations, the strategy should include a plan for sourcing talent skilled in relevant fields. This alignment ensures that talent acquisition becomes a direct contributor to business success. Employer Branding An organization's brand reputation plays a significant role in attracting top talent. Employer branding refers to how prospective candidates perceive a company as a workplace. Organizations with a strong employer brand attract better candidates and have higher employee retention rates. Building a Strong Employer Brand Creating a positive employer brand can be achieved through various channels, including social media engagement, employee testimonials, and public recognition of company culture. Organizations should proactively showcase their values and mission to resonate with potential applicants. Effective branding is an integral part of successful talent acquisition strategies. Sourcing Candidates Once the goals are established and the employer brand is strong, the next step is sourcing candidates. Various channels can be used to source potential employees, including job boards, social media, employee referrals, and recruitment agencies . Leveraging Social Media In today’s digital age, social media is a powerful tool in talent acquisition. Platforms like LinkedIn, Twitter, and Facebook can be used to reach a broader audience and promote job openings. Sharing engaging content related to company culture or current projects can attract candidates who align with the organization’s values. Candidate Engagement Engaging candidates throughout the recruitment process is critical for a successful talent acquisition strategy. The goal is to create a positive experience for candidates, regardless of the outcome of their application. Communication is Key Keeping candidates informed throughout the hiring process helps foster transparency and builds trust. Regular updates about their application status and informative communication about the company can enhance the overall experience, motivating candidates to be more invested in the process. Selection Process The selection process is the backbone of any talent acquisition strategy. This includes screening applicants, conducting interviews, and assessing their skills. Best Practices for Selection Incorporating structured interviews and assessment tools can lead to more informed hiring decisions. It’s important to balance technical abilities with cultural fit, ensuring that new hires can integrate smoothly into the existing team. Onboarding An effective talent acquisition strategy does not stop at hiring; it extends into the onboarding process. A well-structured onboarding program can significantly improve employee retention and satisfaction levels. The Role of Onboarding in Talent Acquisition Onboarding is the process of integrating new hires into the company and providing them with the tools and information needed for success. Organizations that invest in robust onboarding processes see a quicker transition for new employees and increased productivity in the long run. Final Thoughts In conclusion, developing an effective talent acquisition strategy requires a multifaceted approach. By aligning recruitment goals with business objectives, building a strong employer brand, engaging candidates, and streamlining the selection and onboarding processes, organizations can acquire top talent effectively. As the job market evolves, so too should talent acquisition strategies adapt and innovate to meet changing demands and maintain a competitive edge. By implementing these components, companies can thrive in attracting and retaining the best talent available.
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Hiring managers want to know more than simply what you did. They want evidence of how you did it. Be prepared to provide detailed examples of your work and contributions as well as your successes on individual and team projects. Also, be ready to detail the results of your work. Let the examples you provide during your interview tell your career story for you.
Today’s big companies are calling techies back onsite and increasingly loathed to offer remote or even hybrid solutions. Yet, more often than not, candidates believe they hold the cards. How does this change recruiting? According to Senior Technical Recruiter Mark Klaaren, “For many positions, we’re concentrating more on local searches than national." In this blog, Mark offers specific advice to job seekers.
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