Spark Hire - SMPH Video Interviewing Platform
Video Interviewing Guidance and Best Practices
Why use Spark Hire
Spark Hire is an asynchronous video interviewing technology. With this type of virtual interviewing, potential employee records their answers to predetermined questions when it’s convenient for them. Then HR personnel and search committees can review their answers later.
Alternative option for phone screen (choose one or the other). Review Candidate Interviews knowledgebase to determine when this type of interview platform should be used during your recruitment process.
Inclusive position descriptions and job criteria
- Clear position summary and information about SMPH are shared at the start of the interview to help prepare the candidate
- Share as many details about the interview process ahead of time. Ensure all details shared are the same for each candidate. This practice helps take the edge off any nerves or discomfort a candidate might feel, helping them do their best in the interview process and allowing evaluators to focus on what candidates can do instead of how they can manage performance nerves.
- Candidates are asked questions that are directly tied to job criteria
- Learn more about candidates’ background and experience beyond their resume
- Determine which candidates are selected to move forward in the interview process based on the defined Job Criteria (knowledge, skills, abilities) for the position
Consistency and Structure Interview Process
- Candidates are asked the same questions in the exact same way.
- Allows employers to focus on factors that have a direct impact on performance.
- In phone screens, it can be difficult not to respond to real-time human reactions and unconsciously adjust the way we ask questions.
- Candidates’ answers can be directly compared across the board through a predetermined evaluation rubric.
- By vetting interview questions and rating scales ahead of time, you can identify ways that implicit bias and culture could be embedded based on expected responses or characteristics.
Equitable Evaluation of Candidates
- Interviews can be completed by candidates in their own time and in a setting that is comfortable to them
- Candidates can focus on demonstrating their knowledge and skills.
- Evaluators can review interviews in their own time
- Bias is more likely to impact candidates when reviewers are distracted by other tasks and under time pressure.
Diverse search and screen committees and interview panels
- Multiple evaluators can assess candidate interview responses
- A diverse committee can identify bias that might otherwise be missed with a single evaluator.
Reduce Implicit Bias
Whether conducting in-person or virtual interviews, implicit bias is always there in our subconscious, influencing our decisions. Teach employees how to recognize interview bias and make decisions based on data to make it an inclusive and equitable recruiting process.
The first step to mitigating implicit bias is to understand what implicit bias is and the ways candidate video interviews can perpetuate implicit bias in recruiting. If the interview is done effectively, it can speed up the hiring process and you can gather the same job-related information to properly evaluate your candidates.
Virtual interviews have perpetuated and created new biases. Now, recruiters have the opportunity to judge a person based on where they live and their surroundings on camera. It even has a label: Background Bias. Background bias can include an assessment of the home environment, which is not relevant to the candidate's ability to perform the role. Without even realizing it, these factors could cause you to unfairly eliminate the candidate from consideration.
1. Prepare the candidate
Even in a traditional setting, the job interview can be challenging for both the candidate and the interviewer. Not all candidates will feel comfortable or even have previous experience with video interviews. You do not want to lose top talent just because they feel intimidated by the prospect of being interviewed in front of a screen. Help prepare your candidate for sharing resources found in the sample communication.
Sample Communication
Dear Candidate,
We want to thank you for your interest and would like to invite you to a virtual interview via Spark Hire for POSITION NAME (PVL#XXXXXX) in the Department of DEPARTMENT NAME.
We use Spark Hire’s one-way video interview to allow members of our hiring team to learn more about your background and experience beyond your resume.
In preparation for the interview, you will have a chance to learn how to use the platform and practice using the software. This platform may be new to you so you will be given [unlimited/X allowed takes and unlimited/x-minutes of think time to prepare your answers] for [X questions].
- Please review Video Interviewing Best Practices to help prepare for your interview.
- To complete your interview, please follow this link:[insert spark hire open interview link].
- The deadline to complete the interview is [DATE OR XX days once you visit the link and accept the interview invitation]. The interview must be completed by DATE [recommend 5 days sent date].
- [If sharing interview questions ahead (review guidance in the Candidate Interviews KB)] To help you further prepare for the interview, please find attached the list of interview questions you will be asked during the virtual Spark Hire Interview.
If you need to request an accommodation because of a disability and/or other needs, you can find information about how to make a request at the following website:https://employeedisabilities.wisc.edu/disability-accommodation-information-for-applicants/.
We look forward to reviewing your video and will be in touch shortly. Thank you.
SIGNATURE
2. Provide a personal message
Record an intro and outro video to welcome and thank the candidate.
3. Set clear evaluation criteria
Before you invite candidates to record their video responses, it's important to define what you are looking for in each question. What skills, competencies, and behaviors do you want to assess? How will you score and compare the answers? Having clear and consistent criteria will help you mitigate bias and ensure a fair and objective evaluation.
Using your notes from the interview, evaluate the candidates with your scoring rubric:
4. Take thorough, objective notes
You will receive a link from HR to view the completed one-way video interviews. Taking notes is especially important while evaluating a video interview. Because you are in front of a screen it can be a little bit more challenging so you must make the extra effort to write down/type your notes as you move through the interview.
5. Watch the whole video
Establish a committee to review and vet interview questions in advance as well as the recorded interviews to ensure bias is mitigated.
While it might be tempting to skip or fast-forward some parts of the video, especially if you have many candidates to review, watch the entire video. Skipping or fast-forwarding could make you miss important details and nuances that could affect your decision. Watch the whole video and pay attention to the content.
6. Use Spark Hire Evaluation Features
Spark Hire has features that can help you evaluate and manage video responses more effectively. For example, you are able to share, comment, and collaborate with other hiring managers or stakeholders on the video responses.
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Submit a rating on 5-star scale and compare it to the overall team rating for the interview.
- To prevent biased ratings, you will not be shown the ratings of the other users on your company account until you post your rating.
- You don't have to rate every answer for your overall rating to be calculated. If you don't rate an answer, it will not be factored into your overall rating.
- For each answer, you'll also see a box labeled Average Rating for This Answer, this is the average of all ratings for the specific answer posted by other reviewers.
- Completed interviews will automatically generate a transcript of the candidate’s responses.
- While watching the interview with the Transcript tab open, the transcript will auto-scroll along with the interview.
- You will have the ability to search, edit, and download the transcript.
- If you want to download the transcript, click on the Download button, next to Search.
7. Focus on content and quality
Use the same questions and criteria for all candidates, which reduces the variability and subjectivity of the evaluation. While Spark Hire’s features allow viewers to watch back-to-back, pause, rewind, or replay as many times as needed, we encourage replicating the review process similarly to a phone interview as much as possible. This is an effort to avoid bias when using these features.
Be mindful of forming unconscious bias and help mitigate the impact by focusing your attention on the job-related criteria and candidate responses. Do your best to avoid the potential pitfalls of contrast bias when evaluating candidates. Observations of a candidate’s pets, kids, eye contact, personal items, or even a messy countertop should not be used against them. Try to avoid making snap judgments based on the first impression or the appearance of the candidate. Focus on the content and quality of the responses, not the style or format of the video.
8. Follow up timely
Video interviews are not meant to replace the human element of the hiring process, but rather to complement it. After you have evaluated the video responses, you should follow up with the candidates who meet the job criteria of the posted position vacancy listing (PVL) and move them to the next stage of the hiring process. You should also provide feedback and updates to the candidates who did not advance in the process, as a courtesy and a way to maintain your employer brand.