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6 Benefits of Video Interviews

6 Benefits of Video Interviews

The hiring process has come a long way and technology is helping hiring managers and applicants. In our post on the ‘Future of Interviewing is Here – Mobile Video Interviews’ we outlined how mobile video interviews allow you to increase your exposure to new candidates by as much as 36%. As such, video interviews are becoming very popular and are particularly useful during the first stages of screening candidates where valuable time and resources can be saved by streamlining the hiring process.

Easier Scheduling

Trying to juggle multiple candidates for in-person interviews is a colossal waste of time for HR managers who can end up going back and forth with them over email or phone for days and even weeks. Trying to find a time that suits everyone can become a nightmarish puzzle of epic proportions. Embracing technology, therefore, and conducting recruitment interviews through video can save your company precious time. The Market Journal outlines how video interview tools not only save time, they are a great way to track candidates, with over 60% of recruiting firms depending on these tools. Through video interviewing hiring managers can get a good sense of what candidates are all about and a greater number of candidates can be screened in less time.

Cut to the Chase

With face-to-face interviews there will inevitably be some amount of time dedicated to small talk and other chit-chat. While this can be a good way to get to know the candidate’s personality, for recruitment managers on a very tight schedule, small talk with each applicant can cause major delays. It can throw off the manager’s schedule and, in turn, generate extra costs due to the delay in filling the position. With video interviews hiring managers can cut right to the chase and be more direct, keeping the initial screening process short and to the point. Once the hiring manager creates a shortlist of the most qualified candidates, they can then devote more face-to-face time with them to get to know them and make an informed decision.

Save the Commute

Video and remote interview tools allow your company to establish itself as a progressive brand that keeps pace with the latest trends, like remote work. HR experts have claimed we can cut travel costs substantially, compared to conventional recruitment techniques. In fact, two-way video interviews can save as much as 67% on unnecessary travel costs. This becomes especially important when we consider that millennials make up the largest generation in the workforce today. The trend with this demographic is that fewer millennials are driving and they’re generally looking to avoid commuting to work. A feature by Marcus on ‘The Future of Transportation – What Should We Expect?’ describes how there were less than “9 million young drivers between 2012 and 2017 for the first time since 1994”. With transportation trends showing how more candidates prefer to avoid commuting, your recruitment strategy needs to take this into consideration. This is why starting your recruitment process with video interviews will increase your company’s chances of attracting and recruiting the top millennial talent.


Flexible Schedule

Many potential candidates looking for new jobs and career prospects are most probably already working or studying, so making time during regular business hours to come in for an interview can be a struggle or even impossible. It’s not uncommon for many who are already working to make up excuses to their employers or fake a doctor’s appointment to be able to attend an interview. This not only creates unnecessary stress but shows that your hiring process is inflexible and doesn’t take into account the needs of your candidates. What does that say about how you treat your employees? Using video interviewing then enables you to screen candidates at any time without having to take them away from previous commitments and demonstrates that you’re flexible and progressive.

Reduce Costs

Hiring managers know that the costs associated with recruiting and hiring can easily skyrocket. Especially when a company is scouting potential candidates who are not in the same city or even the same country, bringing in this talent will involve flying them in and paying for lodging and meals. Companies are already facing high costs to replace employees, up to four times their annual salary, and bad recruiting can cost companies over $50,000 on average. With video recruiting, companies can easily avoid the above pitfalls by inviting potential candidates for video interviews and from there gauge whether the opportunity cost of bringing these people in for face-to-face interviews is worth the trouble.

Improved Collaboration

Doing face-to-face interviews everyone on the hiring team has to be present and take time away from their schedules to meet for the initial screening interview. What’s more, they all have to wait until the end of the interview to voice their opinions. Additionally, key elements about the candidate, both good and bad, can be missed or overlooked. In this sense, video interviews can be recorded and re-watched later by the hiring team at their own convenience, allowing them to collaborate in real-time and make observations about the candidate, their body language and responses. This enables everyone involved to make better assessments and in-turn make better decisions before calling the candidate in for a face-to-face interview.

Written for EasyHire.me by Judy Erickson

New Practice Interview Features for Candidates Rolled Out!

New Practice Interview Features for Candidates Rolled Out!

Practicing before a big interview can give you an edge and prepare you well to land that job. Good news! We’ve rolled out a couple of features that would make practicing for that position a breeze. Keep reading to know what they are.

We’ve made it very easy for candidates to nail interviews and created questions especially made for the type of job they are applying for. Here’s a list of those different kinds of interviews that you can take:

Each type of job has top questions that are being used in interviews that are relevant to the said job. For each question, you are allowed a few seconds to prepare and then a few minutes to answer. There’s a timer right at the corner of the screen so you know how long you have answered. Each of these practice interviews is recorded and you can retake them once you review them and feel that you could have done better. You can choose the difficulty level in order for you to prepare well for questions that are meant for higher positions. Plus you can give us your feedback regarding the whole experience. Let us know what question you think worked best for you and how we can improve the new features.

By practicing through video interviews and reviewing the recordings, candidates can ensure they are confident and satisfied with their overall interview performance. They can take it to the next level by asking for feedback and comments.

And if you feel like you just need an interview practice with generic questions that you can answer and record, we have a free practice interview to try out. Through this, you’d have a better idea of how this technology works and be prepared if you have to undergo such an interview! Go here https://easyhire.me/for-candidate to take advantage of our new features.

4 Ways to Increase Candidate Engagement in Higher Ed

4 Ways to Increase Candidate Engagement in Higher Ed

Don’t miss out on a Nobel because of bad process

Higher education institutes have always grappled with long hiring processes. Of course we’d like it to be faster, but we also recognize the search process as inherently longer because of the nature of the position. Each search is conducted with careful consideration and the hope that taking time to make the right decisions is mutually beneficial for new hires and the institutions. That said, it’s difficult to maintain candidate engagement throughout lengthy decisions. Here’s a few ways to cut down on the “black hole” effect. Don’t lose your hires because of bad processes because you’ll be kicking yourself if you lose a candidate and see them winning a Nobel prize at another school a decade down the road.

 

1. Be thoughtful when building an application process.

Ensure your application process is flexible and includes only the information necessary to make a decision. Too much information required upfront can discourage some of the best candidates from applying. For example, references are often not required during the initial round of review. Requesting more information from candidates who are qualified later in the process will keep them engaged if they see your process as logically sequenced and relevant. Essentially, don’t push away smart candidates with dumb process setting.

 

2. Manage Expectations!

Be upfront with your candidates about the timeframe. You may have a period of when applications are accepted before anyone at all gets reviewed. You may have expected delays such as breaks or other known periods where the hiring team will be busy or unavailable. Look at your calendar, assess, and establish a realistic timeframe for your candidates by attaching dates (or date ranges) to each application step and review.

 

3. Communication is your friend!

According to a recent hiring survey conducted by Robert Half, “when faced with a lengthy hiring process, 39 percent of survey respondents lose interest and pursue other roles, while 18 percent decide to stay put in their current job.”

Use your institutions marketing software or the thousands of free or paid tools you can find on the internet to set up an email sequence. Letting candidates know you are still interested in them as well as providing more details about your Institution and community to keep them engaged. In the final rounds or if it comes down to the candidate choosing your institution rather than you choosing them, hosting events and tours can be another great way of keeping candidates engaged.

 

4. Have a personal touch

Sending updates via personal secured video messages are easy and cost effective – sometimes free! Vidyard Go Video for example is sleek and simple way to communicate with candidates or employees via a personalised video.

Simply record a quick video that personal and effective. This tool also tracks when candidates or employees actually watch the video and how many times viewed.

 

Check out EasyHire.me – by far the best platform for integrating video interviewing, live or recorded, into your hiring process for faster acquisition times and consistently higher quality candidates.

 

Jeremy Hoffman
Vice President, Sales
EasyHire

Human Resources Today


Scaling Fast? 3 Questions HR Can’t Afford to Forget

Scaling Fast? 3 Questions HR Can’t Afford to Forget

Don’t forget the essentials – especially in times of fast-and-furious growth

Job interviews can be a jarring, if not a downright anxiety-provoking event for many, especially when it’s not for a mere ‘job,’ but for the brave next step in a candidate’s career. Depending on the position, interviews can be high stakes for candidates and hiring managers alike. With recruiting agencies, advertisements, time spent on training, cost of low productivity, possible upfront moving costs and even hiring bonuses, the wrong decision on a hire can cost tens of thousands of dollars. Unstructured interviews with a lack of consistent questions can sometimes have HR and hiring managers forgetting the most basic questions:

 

-Can you do the work?

-Will you like the position and bring your best in every day?

-Will you fit in with the company?

 

These are, of course, the very basics. There are thousands of articles and blogs containing the words: “Top Interview Questions” and most questions do assess one of these things. However, companies of every size need to be cognizant that gaps can start growing if they lack quality HR processes. Make sure to having screening tools, consistent interview techniques, and collaboration processes. For example, an enthusiastic ‘thumbs up’ from the department head should not be the ultimate decider in the hiring of a candidate.

Finally, I’d be an irresponsible blogger if I didn’t mention EasyHire. Which, by total coincidence has sponsored this blog space (too weird!) This software is used by HR departments and staffing professionals to screen large pools of candidates with intuitive video interviewing technology. 

 

One last thing: for job seekers reading this, I think these questions are just as valuable. If you don’t know the answers to these questions with regards to companies you’ve applied for, maybe you should find out!

 

The EasyHire Team

Human Resources Today

GDPR Checklist for Compliance

GDPR Checklist for Compliance

We’re sure you’ve seen a bulk of emails from different websites mentioning their changes in their privacy policy due to GDPR. But if you haven’t seen one yet and has no idea what GDPR is, then let us explain. GDPR or General Data Protection Regulation is a global data protection law passed by the European Union that shifts the ownership of customer data from the organizations that use it to the individual customer. All eyes are on the appropriate protection of customers’ private information and to comply is a must! But if you’re at a lost on what you need to change to be GDPR compliant, read on for a checklist of what you need to sort out.

 

Explicit Customer Consent

It’s now a must to ask customers first before processing or storing their data. The request not only needs to be clear and see but it also must be done so in a straightforward way by using easy to understand language. Silence or inactivity from the side of the customer should not be taken as a yes and companies that use their info must be able to prove that they received approval. Also, your customers now have the right to withdraw consent upon request in a reasonable timeframe.

 

Get A Data Protection Officer (DPO) If You Can

Hiring someone who specializes in data protection can save you a lot of worries. Your DPO is your point person to ensure GDPR compliance. This is especially important for companies larger than 10 to 15 employees that process personal data on daily basis and in sheer numbers. But what does the DPO role actually do? The role entails:

  • Regular and systematic monitoring of data on a large scale
  • Processing on a large scale of special categories of data

 

Conduct A Data Protection Impact Assessment (DPIA)

You’ll definitely need to conduct a data protection impact assessment if your company stores personal data in a permanent storage. This should be done before any project should be carried out and it’s basically an audit within the company that will allow you to measure the effectivity of safeguarding the privacy of the individuals whose data you store. The DPIA aims to achieve these three:

  • Compliance with applicable legal, regulatory and policy requirements
  • Establish the risks and effects
  • Evaluates protections and alternative processes to mitigate privacy risks

 

Data Breach Policies

There will always be substantial risks when it comes to storing data. And Data Breach policies ensure that your customers’ trusts will be kept intact in case of the worse scenarios – which is data breach. The GDPR requires companies to notify local data protection authorities of any data breach situation within 72 hours of discovery. And yes, this means that every company will need the kind of technology that will allow them to detect and address breaches within a certain timeframe. Note as well that this is one of the stricter GDPR requirements and you may have to overhaul your internal data security policies for this.

 

Giving Them The Right to Opt-Out

Deleting personal data not only minimizes the amount of data each company has to keep but also gives customers the freedom to choose. So if a certain data is not needed or has been requested to be deleted, then the answer is yes delete it. And as mentioned, customers have every right to request to be taken off email lists and other such lists that a company may have that they store for marketing or other such purposes.

 

There you have it, a proper checklist for all your GDPR compliance needs. By the way, we’ve also updated our own Privacy Policy for our own GDPR compliance you can check out the updated version here.

We’ve Updated Our Privacy Policy!

We’ve Updated Our Privacy Policy!

We value our users’ privacy and know that the GDPR is aimed at making people know that their personal data are safe and not being used in some way that they do not approve. So here’s a quick rundown of what we changed to be GDPR compliant.

Check out our updated Privacy Policy here. We would love your feedback and feel free to contact us if you have any questions.

6 Ways AI Will Enable Recruiting to Be More Human

6 Ways AI Will Enable Recruiting to Be More Human

We all have seen the news and know that more and more jobs are being taken away by robots and some people are even afraid of the future because of it. Well, there are pros and cons for every new technology that comes our way. Just like cars where it makes it so much more convenient for us to travel now but it actually pollutes the air we breathe. So let’s actually take a look at the five ways that AI can make the recruiting process more human and easy for a change.

 

AI will make job ads more targeted and effective.

Basically, this technique will give recruiters the ability to place highly targeted ads in front of the right people at exactly the right time. Data based potential clients browsing history and online activity will allow them to do this. Advertisers need to be able to understand each browsing activity using cookies or what you can say are pieces of data that follow people as they visit different pages. Tracking these cookies and knowing if there are candidates visiting a page will allow recruiters to compile these data and can be used to shortlist potential candidates. This can also be done by looking at prospective candidates browsing histories to check phrases they’ve searched and pages visited against those used by local talent who visited a certain webpage.

The truth is that we are living in a world where ads dominate a lot of peoples lives. In fact, Betterteam found out that “Facebook only shows your posts to about 2 percent of people who like your page. To give your posts a chance of appearing, you can use paid ads to target friends of people who like your page.” So having AI actually allows people to find the right job quicker.

 

Profile Augmentation will give a clear picture of candidate’s skills.

AI will soon make it possible to see not just a candidate’s job history but also what they are passionate about doing. Using the same technology that allows companies to model an applicants behavior based on browsing histories and interests. They could figure out a person’s interests and hidden skills and this then would allow recruiters to recommend jobs related to what candidates actually want to do and not just the job they are assigned to now. This is especially useful for roles that are hard to fill, like an Information Security Analyst. There are few people who can handle this type of job, but you would be surprised to know that there are plenty with experience in software development who would jump at the chance of levelling up their game and taking on the job.

 

Chatbots can do the initial basic questioning for you.

There are companies that are already using chatbots in recruitment. Some companies like Shamrock foods actually ask for a potential candidates phone number and name through chatbots. So it basically eliminates the need to fill out forms, meaning less paper consumption. Once this forms are filled out, the chatbot is able to collect that information, the persons’ profile then goes into a CRM system where human recruiters can do their work. Bots can even follow up with candidates if they aren’t actively progressing with an application. So the main advantage of it is that recruiters get their time freed up a lot and they can then focus on the more important aspects of recruitment.

 

Advanced competency tests can gauge emotional and cognitive abilities.

There are actually advanced competency tests can tell a lot about a candidate and you’d be happy to know that games are involved. Certain games that are specifically made to test out abilities are a great and innovative way to know a candidate’s skills that would otherwise be difficult to detect, like problem-solving. They can also help recruiters assess a candidate’s willingness to take risks by creating scenarios within a game. There are more and more companies already doing this, but it will definitely become bigger within the next 3 years or so. Companies like Shell, AXA and Generali Group are already using Knack to assess their potential employees.

 

Facial and speech recognition software in video interviews can reveal more.

Video interviews will soon take over the normal hiring process and be much more useful. In the future, a candidate may only need to speak to the camera while the machine takes them through a list of questions. Meaning that recruiters will only need to review those videos and can actually prevent potential bias because they did need to interact with the person themselves. This may seem too automated for some but it actually allows a fair chance for each candidate, which is still a better outcome. Also, you can expect that video interview software will, in the future, be able to analyze body language, the tone of voice that can help in determining the overall qualification of a potential employee.

And if you want to try the future for yourself, you can try out EasyHire and get their free demo to have a proper idea of what it’s like to interview through videos.

 

Reference checking will become quick and easy.

Checking a potential clients reference is one of the most tedious things recruiters have to do. You have to call a minimum of three people to check the credibility of the person you are hiring and while this is not the same for all companies, some still do this. Well, there are now tools you can use to do this and yes, AI is still involve. At TeleReference, they have an automated reference checking platform that will allow recruiters to make their hiring process more streamlined. They even have a video, telephone or written reference options that can fit any requirements that a hiring manager needs. Also, it gives the candidates a better chance because the hiring manager will have more time to look into skills and abilities rather than calling all day for reference.

 

Don’t worry about the future, because you can never truly take away the output that a human is able to do. We all need to just focus on what things AI can improve and not always think about the bad. In the end, we all just need to make certain adjustments and try to see AI for what it is, a helpful tool.

Human Resources Today

Reasons Why More Companies Are Using Online Assessments For Hiring

Reasons Why More Companies Are Using Online Assessments For Hiring

Did you know that there was a meta-analysis done by Fox School of Business Research Paper  that found out that personnel selection procedures for general abilities test combined with an integrity test, which is correlated with personality traits, is one of the best combinations for accurately predicting job performance? And that is why more and more companies are using tools that can leverage their video interviewing process and the likes. And if your still doubtful, read on to know more about this new trend in the recruitment industry.

 

Why are more companies using online assessments?

Talent assessments are also what you would call a pre-employment tests or employment screening tests, and they are used to help employers identify candidates that will be a good fit for jobs available at their company. Tools like this help predict the on-the-job performance and retainability of a potential employee. So, in theory, applicants who pass the screening test should perform better as employees if they’re hired. And if you’re still feeling doubtful and have these myths about pre-employment assessments bugging you, here is a Select International’s list of myths about pre-employment assessments and how they debunked them.


Big companies use online assessments.

Talent assessments are playing a bigger role with bigger companies and they are being used as part of an online screening process that helps these big companies decide to ultimately interview. In fact, The New Economy looked into why employers value online assessments more than university degrees and learned that “ Employment tests do more than simply help employers spot candidates with the most potential… Their lack of bias presents a useful tool in the fight against discriminatory hiring practices.” And that’s just one of the few reasons.

Most talent assessments are now being given online, because it really is the most convenient way of doing it. And large companies such as Macy’s, Bloomingdales, Sears, Walmart and Burger King are already using pre-employment testing in their process.

How do online assessments work?

If you are applying to one of the companies that are already using online talent assessments, the entire hiring process leading up to interview is handled through the Internet. You should expect that the job postings are listed online, candidates apply online through the company website, and then take the talent assessment. Tests may even be hosted on a third party website. In such cases, you’ll be given instructions on how you can access the site and take the test.

There are even employers that use job simulations that are designed specifically to measure whether candidates can perform tasks associated with the job. A good example of this is if when an employer asks a staff member to role play scenarios with candidates to assess sales, problem-solving, verbal communication, or counseling skills.


How valid are talent assessment and outcomes?

It starts with the companies and how they come up with the job descriptions. They need to be detailed and well aligned with success factors for jobs will have the most useful output from talent assessments. Any type of assessment should be consistent and conducted in a standardized manner to generate reliable results. And there are certain ethical hiring standards that dictate that assessments be delivered to all candidates for a particular job and not applied selectively. In many cases, the company is looking for a certain type of employee that perfectly fits their organization structure.



Don’t decide too long on whether you should be using online assessment tools.  Because according to iCIMS, The Modern Job Seeker Report, 2017, When searching for a job, people want to visit job search sites that allow them to instantly mark jobs of interest (54 percent), receive recommendations based on job preferences and resume (53 percent), and input salary requirements and enable employers to reach out directly (53 percent). That basically proves that everything is being done online now and that goes for recruitment as well.

Video Adoption is Not a Trend…It’s The Future!

Video Adoption is Not a Trend…It’s The Future!

Everything is changing, and this is mainly because of the internet. It’s becoming easier for people to build businesses, do research and of course, hire people. There are companies that still opt for the traditional route, though. But what they don’t realize is that they are missing out on the chance to do so much more! Read on to know more about proven benefits of adopting video into your company.

 

Video conference is more effective mode of communication.

It’s hard to get people in the same room at the same time during important meetings. And video actually solves that. In fact, this Must-Know Video Conferencing Statistics shows that there’s higher and higher interest to do conferences remotely due to the fact that it’s cost-effective, improves communication and definitely saves time. Businesses that use video conferencing actually saw a 30% reduction in travel costs and skipping the cost of travel means being able to save a lot that can be invested on other aspects of the company.

 

Video interviews allow companies to hire effectively.

Most companies have inhibitions when it comes to adopting new technology because it’s a big unknown for them. And while it may take some time and effort to switch from the traditional way of interviewing to a modern one, the pros can definitely outweigh the cons. In fact, MRI Network did a 2017 Recruiter Sentiment Study and found out that 63% of recruiters say that there aren’t enough suitable candidates for them to screen. And video eliminates this by allowing recruiters to search all over the world for more suitable candidates that would fit their hiring needs.

 

Video for training employees makes more sense.

The truth is, training employees takes time and time is money. And if a company is able to make the training a bit less time consuming, then it basically means that the transition of a new employee to the position they are assigned for can become a bit more hassle-free. And how can this be done? The obvious answer would be by creating training videos. It allows the training process to be done in a manner that needs little supervision and the best part is the trainee can go back to it whenever they need to. If you’re still in doubt, then you should see Cisco’s Survey that shows that the majority of executives see a big future for video in the workplace.

 

Video adoption can be applied in so many aspects of the workplace. If your company isn’t adopting the video technology to any of its work processes, then your company is definitely moving backwards. Keep in mind that about 9 out of 10 (87 percent) of companies are making video investments right now. Companies who make a commitment to video technology are seen as a company who cares about using technology to fuel business growth. So it’s high time that companies find a way to adopt video into their work process before they fall behind from their competition.

10 Questions You Should Never be Asked in a Video Interview

10 Questions You Should Never be Asked in a Video Interview

Having a set of question ready can be handy especially when it comes to video interviews. But it doesn’t mean that you can just ask any question that comes to mind. There are certain questions that should never be asked during an interview and we have here a list of questions that should ensure that you do not ask the wrong questions.

 

Do You Have Kids?

This is an innocent enough question and does come up during small talk. It may seem like a harmless enough question and some Hiring Managers may even use this question to connect to the candidate and put them at ease. But if you try to analyze it, asking candidates about their kids isn’t exactly related to the job. A candidate’s capabilities do not lie on whether or not they have kids. And if this question is connected with the jobs hours required, then you are better off asking the candidate about availability and stating that the company has rigid about hours.

Do You Speak Another Language at Home?

Again, this may seem like an innocent enough question but when it’s an interview, you need to take into consideration that this can be considered as discrimination. You typically learn their language skills as you conduct the interview and so asking about other languages that the candidate speaks at home becomes a bit redundant.

Do You Have Any Disabilities?

Certain disabilities are pretty obvious and it can be easily seen by the interviewer. But, there are certain disabilities that are not that apparent but it doesn’t mean that you can outright ask about it. Even though, this can be something that the company would, of course, want to know, asking someone about their disability can still be considered a discrimination. Asking the candidate about their capabilities is much more appropriate and if the candidate does have a disability that can affect his/her job, then it should be brought up after a job offer is made.

Funny Questions From the Internet.

Hiring managers sometimes want to make it fun for the candidates and ask questions that they get from the internet. While this kind of questions makes a good reliever of tension, it does not actually help in the process of evaluating the candidate. The questions should be relevant to the job every time. And if your reason the reason is wanting to be able to look into the personality of the candidate, then that should probably be the job of a trained psychologist.

What Did You Hate About Your Last Job?

A question like this may seem reasonable enough but this is also a question that outright opens an opportunity for you candidate to become negative, and that is not very professional. The candidate obviously had some problems with the last job that they have got and that is why they are applying for a new one. So instead of asking this question, you can ask them what their expectations may be in their new job. It is a much more positive approach to finding out what type of environment or job the candidate loves doing.

What is Your Religion?

Asking someone about their faith does not help you in analyzing their true capabilities, so never go there. It may seem like small talk for you, but during an interview, there is no reason for you to ask this. You should only ask about a candidates religion if there are certain events or even a task that will be assigned to them that may affect them or is not allowed in their religious customs.

How old are you?

This is something that can easily found out in the candidate’s resume or bio and it should not ask during the interview. It may be considered as age discrimination and again that is something that should be avoided. Just try to know the candidate’s age beforehand and do not include this in the interview questions.

Have you ever been arrested?

Everyone is innocent until proven guilty and yes, it is illegal to ask someone if they have ever been arrested. Finding out about this info is easy enough and the candidate should still have the right to prove himself or herself because their capabilities aren’t directly connected to their having been arrested in the past.

Have you ever filed for bankruptcy?

Asking someone about their financial status are off-limits. While this may seem like a question that can be asked harmlessly, it may be something of a sensitive topic to the candidate. And again, this is a question that wouldn’t actually allow hiring managers to measure a candidate’s capabilities so try to get more relevant questions instead.

How often did you take sick days in your last job?

If there is a time gap on a candidate’s resume, then it is okay to ask what happened during this period. But asking outright about how many sick days a candidate has taken is not okay because it is still related to their disability and is another question that should not be asked. Asking about pre-existing medical conditions if perfectly fine though once the job has been offered to the candidate to ensure that there are no obstacles in the candidate’s fulfillment of the role.

 

It can be a bit tricky to pick the right questions when it comes to video interviews but EasyHire.me actually comes with a library of good questions and any hiring manager can use this if in doubt. And you can even make it easier by conducting a recorded video interview and this way, managers can ensure that hiring managers are asking the right questions.