Video Interviewing is fast becoming the best way to conduct a first interview with a candidate saving you time and money and making sure you invite the right people in for a face to face interview reducing the number of time wasters and people who are not qualified for the job here is a simple guide of how it works:

Candidates set up their profile

Candidates set up their online profile their is also the option that allows them to:

  • Add their CV
  • Add their linkedIn profile
  • Add their Facebook profile
  • Add their Twitter page
  • Add their Google+ profile

Video introductions

After the candidate first logs into to the interview they can be played a video introduction, Recruiters can also record themselves asking the questions allowing them to explain in more detail what they are looking for. This is a great way to improve candidate engagement at the outset of the recruitment process.

Interview types

One of the advanced features introduced in this version is the ability to create different types of interview, enabling clients use Tazio for a wider range of uses than ever before. Interview types include:

  • Video interviews - candidates record their responses to questions using their webcams
  • Audio interviews - for candidates without a webcam, they can now do an audio only interview
  • Text based interviews - candidates can respond to questions by typing in their answers, select Yes/No
  • Hybrid interviews - combination of video or audio and text based questions.
  • Random interviews - lets you create an interview which loads a random number of questions you define from different categories. This is great for high profile and graduate employers who don't want candidates to know in advance what questions they are going to be asked.

More question types

  • Video interviews the candidate records their response to a question using their webcam and/ or microphone.
  • Free text questions - candidates type their response on screen and, the text editor does not include a spell checker!
  • Multi-choice questions - candidates have to select the correct answer from a list.
  • Multi-select questions - candidates have to select one or more answers from a list
  • Yes / No questions - answers can be Yes or No, true or false, right or wrong for example
  • Rating questions - candidates are asked to provide a rating in response to a question from 1 to 10

Variable thinking and answer time

You can set the thinking and answer time candidates get for each question individually. So you decide if you want to replicate the pressure of a face-to-face interview by asking quick fire questions, or ask your candidate to speak for 5 minutes on a subject to assess their presentation skills.

Integrates with your social media accounts

Once you've created your new interview you can now post it directly to your:

  • Facebook Profile
  • Google+ Profile
  • Twitter Account
  • LinkenIn Profile

Include a short message inviting potential candidates to apply for your job.

Views: 85

Tags: Human Resources, Job Seekers, Recruiting Tools / Sourcing

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