Tips for improving pre-interview tactics

Job hunting is like dating, but somehow worse. You put yourself out there, try to make a great first impression, and just hope someone swipes right on your resume. And, just like dating, it comes with a rollercoaster of emotions: excitement, self-doubt, existential dread, and the occasional moment of, "You know what? Maybe I’ll just live off the grid and raise goats."

The process is already an emotional minefield. Am I actually qualified for this role? Do my skills match what they’re looking for? How do I perfectly phrase my resume to make hiring managers see me as an undeniable asset rather than just another application in a sea of applicants? These questions swirl in the minds of job seekers, making the whole thing even more stressful.

And then, companies throw another curveball: The Video Pre-Interview.

On paper, it sounds kind of cool—record your answers on your own time, from the comfort of your home, without the pressure of a live interviewer watching your every move. But if you have anxiety or, say, autism (hello, it’s me), recording yourself on camera feels like being asked to perform stand-up comedy at a moment’s notice. With no audience. And no script. And if you mess up? Too bad, you can’t ask for clarification or reframe your response.

So, I encountered one of these delightful video interview experiences recently, and, let me tell you, it did not go smoothly.

First, I panicked. Then, I attempted to push through the panic. Then, the app glitched. I reached out for help and was met with...a generic wiki page. No recruiter contact info, no direct support—just a link to an FAQ page that might as well have said, "Good luck!" It took nearly a week before I finally reached a human being to sort it out. By that point, I was already questioning my life choices.

Once I finally got to the interview questions, I was hit with something ultra-specific: "Tell us about a similar 18-month program you’ve led with 12 employees who dedicated 20% of their time to it."

Excuse me? I have questions. What was the goal of this program? Who were the participants? Were they excited to be there, or was this one of those "voluntold" situations?

But nope, no clarification allowed. Just talk at your camera and hope for the best.

That’s when it hit me—companies can (and should) do better.

How Companies Can Improve the Hiring Process

If you’re hiring, here are some small but meaningful ways to make things easier (and less frustrating) for candidates:

1. Be transparent about your hiring process in the job description. If pre-work, video requests, portfolio submissions, or personality tests are required, let people know upfront. Interviewing is already nerve-wracking; don’t hit candidates with unexpected plot twists.

2. Always give candidates a real contact person. Hiring shouldn’t feel like trying to contact a celebrity through their PR team. If you’ve reviewed someone’s resume and want them to move forward, provide an actual human they can reach out to for questions and accommodations.

3. Make pre-work reasonable and accessible. If you’re asking candidates to submit something, give them options. Some people shine on video, while others prefer writing. A little flexibility goes a long way.

4. Keep pre-interview questions general. If you're using video interviews, don’t hit candidates with hyper-specific, company-insider questions right away. Instead, focus on broader, more meaningful questions, like:

• "What motivated you to apply for this role?"

• "What are your strengths and weaknesses?"

• "Tell us about a challenging work situation and how you handled it."

• "How do you prioritize tasks and manage your time?"

You can dive into the nitty-gritty specifics during a live conversation, where candidates can actually ask for clarification. Because hiring isn’t an interrogation—it’s about finding the right fit for both sides.

A Real-Life Example of Doing It Right

I recently came across a great example of how to use video interviewing the right way. Check out this hiring approach from Humana:

"As part of our hiring process for this opportunity, we will be using an exciting interviewing technology called HireVue to enhance our hiring and decision-making ability. HireVue allows us to quickly connect and gain valuable information from you about your relevant skills and experience at a time that works best for your schedule. If you are selected for a first-round interview, you will receive an email inviting you to participate in a HireVue interview. You will receive a set of interview questions and can provide recorded or text message responses. The interview should take about 15 minutes. Your responses will be reviewed, and we will inform you of the next steps."

Why is this great? Because:

1. They clearly set expectations from the beginning.

2. They explain why they’re using this technology.

3. They offer multiple ways to respond—recorded or text.

If every company followed this approach, candidates wouldn’t be left feeling like they just got thrown into an escape room with no clues.

Wrapping It Up: Job Hunting Survival Notes

My own video interview experience was frustrating, and I still believe I would have been a great fit for the role. But hey, live and learn. Now, at least, I have some solid takeaways on how to improve my own hiring process.

So, to all the recruiters and hiring managers out there: Give candidates a fighting chance.

Be transparent, provide human contact, and make the process as painless as possible. Trust me—your future employees will thank you.

And if all else fails? Well...there’s always goat farming.