Top five tips for nailing your next video job interview

Kahli Fenn • Jun 27, 2021

In a world where video meetings have become a large part of our working day, we are still seeing many job interviews being executed through video calls and as much as we encourage face-to-face interviews, sometimes this is the preference.


Interviews can be stressful at the best of times but throw in technical difficulties, time differences and perhaps a delay or two and that can really bring the heat right up and perhaps throw you off your game! So here are our five tips for nailing your next job interview via a video call.
 

1. Get the tech sorted ahead of time


Video call you say? Sure thing, what is your preference? Zoom, Teams, Google meet, WebEx, Facetime? You name it, we’ve seen them all and no matter what the tech, it’s always best to download the software ahead of time to make sure there are no technical glitches at the time that matters most.


The company you are interviewing with will have their own preferred technology and share the details with you ahead of time. We suggest testing the video and audio so you not only know that it works but also so you can see what the visual looks like.

It’s also really important to be on time, not early (or late of course!). Many interviewers may use the same video link for other meetings so it’s important to ensure that you don’t arrive too early and interrupt another meeting.
 

2. Create a professional space


We know that not everyone has the luxury of a dedicated office or room for a desk in their home, however, it’s so important to take note of your space and create a professional environment where possible. Test the video with the platform and see what is in view – you might be surprised what can be seen in the background of your calls! Remove any items that are not necessary or even furry friends that are cute but could be distracting.


It also helps to shut any windows or doors to drown out outside noise – we’ve all been there when all of a sudden, the lawnmower starts next door at the worst possible time! It’s all about eliminating distractions so that the interviewer can concentrate on what you are saying rather than what is going on around you.
 

3. Dress to impress


We encourage our candidates to dress for interviews the way you would dress if you were meeting a new client for the first time. The same goes for video calls. You may only be seen from the top up but making an impression is equally as important and you should select the appropriate attire for the role you are applying for.


4. Be aware of your body language


When interviewing over a video call, it can be challenging to read your interviewer’s body language and hard to get a sense of how the interview is going. You may not get as much positive reinforcement throughout the call as you would if you were in person, e.g. head nodding and smiling.

Don’t let this put you off! The challenge here is for the candidate to bring as much warmth to the call as possible and do what you can to build rapport. One of our biggest tips to candidates for these calls is ‘don’t forget to smile!’ and ‘don’t be afraid to show some personality!’.

Pop a post-it note on your computer to remind you as smiling can sometimes be the last thing on your mind when you are wracking your brain trying to answer some tricky questions. Also be conscious not to fidget, swing on your chair, play with your hair or other movements which can be distracting for your interviewer.


5. Slow it down


Talking fast is often a result of being nervous and it’s something to be conscious of, particularly when interviewing over a video call, as you can sometimes be dealing with poor internet connection which can make it worse. Remind yourself to slow down the conversation where appropriate, take some deep breaths and allow yourself the time so you can give clear and concise answers.

It’s also 100% ok to seek clarification on a question if you didn’t hear them properly or you didn’t fully understand e.g. “Excuse me, it just cut out for a second there, please could you repeat the question for me?”


So, there you have it. You’re now on your way to making a great first impression and nailing that interview via video call.


For other interview and job-hunting tips, please get in touch for a confidential chat, kahli@iknowho.com.au

the word freelance is written in scrabble tiles next to a keyboard
By Christine Gilbert 29 Nov, 2023
At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.
By Christine Gilbert 15 Nov, 2023
Earlier this month, iknowho put together and hosted an event for young people either looking to join the advertising industry, or further their advertising careers.
By Riza Karis 14 Nov, 2023
I’ve recruited in the junior marketing space for the last two years, I have spoken to fresh graduates looking for their first job in marketing, junior marketers both in house and agency side looking for their next move and conducted just under 500 interviews in the last year alone. Here are the common drivers for junior marketers: 1. Learning and growth: Junior marketers are like sponges. They want opportunities to learn and grow. Induction, training, mentors, buddies, KPI’s, feedback and career development plans. No, they don’t need these to be spoon fed to them, but the more you invest in them, the more likely they will succeed. 2. Great culture: I drilled in a little deeper into what this means for them; a supportive and collaborative environment, social events, work buddies and a good manager who is there when they need but not to micromanage them. Overall ‘good vibes’. Also worth noting, in our 2023 Marketers Survey, culture ranked the most important factor, over a range of ages, when candidates considered a new role. 3. Creative say: Junior marketers are the creative types. They love a job where they can throw their ideas around and help shape the creative outcome of their work. 4. Responsibility: They don't want to just be the work experience kid. They want some ownership and to take charge of their own projects but have the support when needed. 6. Money talks: Let's be real; they care about the cash. And in this cost-of-living crisis, can you blame them? And agree that money talks across most levels, but an extra $5k will usually be a determining factor to their decision making. 7. Titles matter: They are driven by titles as it’s validation that they’re good at what they do professionally, i.e., they’re on the way to ‘making it’. Sometimes this trumps salary. 8. Company values: Speaking to this younger generation, there’s a common theme which comes out stronger than the older generations currently in the work force. They care more about social causes and purpose driven work. They want their careers/their company to make a positive impact in this world. From sustainability to diversity and inclusion, this generation generally cares more. 9. Work-Life Flexibility: There’s two factors to this, hybrid working and work life balance. Firstly, hybrid working, this generation may have started their careers during covid, so working from home is the norm for them. Their ideal working situation is a hybrid, 3 in the office, 2 days from home, but the underlying message is even more important, their employers trust them. Secondly, work-life balance, junior marketers aren’t afraid of hard work and realise in this industry a set 9-5 doesn’t always apply. But I’d have to say this generation is far more courageous to walk away from a constant burn and churn environment than their more senior colleagues. Perhaps it’s because they consider and prioritise their mental health rather than a ‘push through it’ approach. They want a job that lets them juggle their work and personal life like a pro. So, if you’re a hiring manager, looking to attract a junior addition to your team, or currently, a people leader wondering how best to retain your junior marketers, consider the above and see if you are offering this in your company.
more posts
Share by: