How To Prepare For A Video Interview | PART 3 - Using a Phone

Jeremy Tiffin • May 16, 2016

DOWNLOAD:


Horizon Recruitment Pre-Interview-Checklist.pdf


Size: 28.3 KB

In our previous videos we covered how to set up (PART 1), prepare, and conduct yourself (PART 2) in a video interview. Now, we’re going to cover some do’s and don’ts of using your smartphone for an interview.



With smartphones streamlining much of our day-to-day lives and apps like FaceTime and Google Hangouts becoming common place; it makes sense that using a smartphone for meetings or interviews would be the next step. But you don’t want to look like a teenager snapchatting with a selfie stick, so the first step: Put the phone down.


It can be very distracting for the people watching if the camera is always shaking or moving around. Set the phone up on a desk. If you have one of these phone holders, they’re super handy, if not there are lots of ways to improvise a stand.


Now you want to get the phone up high, because you want the camera to be at eye level, we cover this and more set up in our part 1 video, so be sure to check that out if you haven’t and download our checklist.


One important thing to note when setting up your phone is the orientation. Most people you’re going to be interviewing with will be on a computer, so you want to make sure your phone is sideways so your image will fill their screen. Now if the person on the other end is also on a phone then you’re going to want to match their screen orientation. It’s a good idea to confirm with them at the beginning of the call to make sure everything looks good.


The next step to consider is sound. Headphones can be a huge help in this department. Most smartphones come with a set of headphones that have a built in microphone and whenever you can, use these over the speakerphone. They provide much better sound quality, cutting down on background noise, reducing echo and helps keep the conversation private on your end.


Now, the beauty of using your smartphone to do an interview is mobility, and for more privacy, what if you need to do an interview in your car? We get this question a lot.


If you have to use your car, just be sure to park somewhere quiet, away from road noise or construction. And try to find shade if possible, a lot of sun can cast harsh shadows in the car. And again find somewhere to prop the phone up. The steering column, or dashboard can work and even sitting in the back seat and using the front headrest is a great in-car solution.


The last thing you should look at before starting a video interview on your phone, is your phone. Make sure it’s got lots of battery life, video calls can really drain the battery, and you do not want your phone to die half way through an interview. So to be safe you can always plug it in for the interview.


Next, put your phone in do not disturb and make sure vibrate is turned off. You don’t need any distractions from emails, Facebook, or Tinder…


Lastly, check your signal strength. Wifi is usually the most reliable and doesn’t use data, but if you’re on 4G or LTE make sure you have a strong signal because there is nothing worse than dropping a call mid-sentence.

Share Blog
Latest Blogs
By Jeremy Tiffin October 21, 2025
Finance has always been about the numbers. But in a world where speed, insight, and adaptability define performance, one number stands above the rest: Employee Lifetime Value (ELTV). Every finance leader knows the challenge. Budgets are tight. Talent is scarce. And the demand for faster, smarter insight never stops. But here’s the question few stop to ask:  How much value does each hire actually create over time? That’s the premise behind The Value Equation. When you look at hiring through the lens of value creation instead of seat filling, everything changes. 1. What ELTV Really Measures Most hiring metrics tell you how efficiently you hire, not how effectively. Time to hire, cost per hire, and offer acceptance measure activity, not impact. ELTV flips that. It focuses on what happens after the hire, the value a person generates from onboarding to peak performance to the point they exit. Think of ELTV as the ROI of hiring. What ELTV Looks Like Over Time The ELTV curve shows how the right hiring, onboarding, and management decisions increase productivity and extend retention over time. When ELTV is high, employees ramp faster, stay longer, and make a measurable impact. When it’s low, it usually traces back to one of three things: Expectations weren’t clear Onboarding was weak Growth pathways didn’t exist The lesson is simple: hiring isn’t complete when an offer is signed. It’s complete when results show up. 2. How to Build ELTV Into Finance Hiring To raise ELTV, finance leaders need to think like investors. You’re not just spending salary dollars. You’re allocating capital in trust, time, and training. The goal is to earn a return. Hire for outcomes, not resumes. A technically capable candidate isn’t always a high-value one. The right hire moves the business forward, improves forecast accuracy, tightens the close, and strengthens decision-making. Structure onboarding around value creation. Most new hires spend their first 60 days trying to figure out what “good” looks like. A clear 30-60-90 plan tied to business outcomes shortens the ramp and compounds contribution faster. Create ownership, not just access. In finance, clarity creates confidence. When people understand their decision rights and deliverables, they move with autonomy. That autonomy fuels performance and raises ELTV by reducing friction and rework. 3. Why ELTV Matters More Than Experience Experience tells you what someone has done. ELTV tells you what they’ll do for you. In finance, a single mis-hire can erase months of progress. That’s why hiring for value alignment matters more than years of experience. Top performers connect their work to measurable outcomes. They see how improving one process or forecast compounds across the business. The best finance teams design every hire, process, and system to compound value. That is how they turn talent decisions into business advantage. 4. Measuring What Matters Modern finance teams no longer define performance by headcount or cost. They measure value per person and how it grows over time. That shift changes hiring from a transaction to a leadership decision. It positions finance as a strategic enabler of growth, not just a reporting function. When every hire is measured by the value they deliver, not just the tasks they complete, you stop managing payroll and start managing performance multipliers. Final Thought Employee Lifetime Value isn’t a hiring metric. It’s a leadership mindset. Finance leaders who adopt it will build teams that scale faster, stay longer, and deliver outcomes that last well beyond a fiscal year. Because great hiring isn’t about filling roles. It’s about multiplying value.
By Jeremy Tiffin May 22, 2025
We hear a lot about the importance of technical skills - and for good reason. Technical expertise has always mattered - but in today’s environment, where automation is taking over the routine, it’s the human skills that are becoming the main point of differentiation. It’s no longer just leaders who need to think strategically, communicate clearly, and influence outcomes - those expectations are moving down into roles at every level. Communication. Adaptability. Emotional intelligence. Critical thinking. These are the abilities that help professionals stand out, especially as repetitive tasks get absorbed by technology. Soft skills are no longer supplementary - they’re essential. Automation Is Reshaping Roles, Not Just Replacing Tasks Across industries like finance, supply chain, and accounting, automation has changed the nature of work. AI systems now handle much of the data entry, reconciliation, and transactional processing that once consumed hours each week. In the accounting world, for example, firms are leveraging AI to pull data from receipts, invoices, and bank statements - eliminating the need for manual entry and dramatically improving speed and accuracy ( Invensis ). The result isn’t just increased efficiency - it’s a shift in focus. What’s being asked of professionals now goes beyond executing tasks. It’s about applying judgment, interpreting insights, and influencing decision-makers. These responsibilities require strong interpersonal and analytical abilities - things automation simply can’t replicate. Soft Skills Are Becoming the Differentiator A recent LinkedIn study shows that soft skills now rank among the most sought-after competencies in hiring decisions. Communication, leadership, and adaptability top the list, signaling a clear pivot in what employers value most. This growing emphasis reflects what organizations are dealing with every day: hybrid teams, fast-changing environments, and the need for strong collaboration across functions. In this context, professionals who can clearly express ideas, respond to change, and build alignment across departments are the ones who consistently create impact. Soft skills are also increasingly visible in how professionals navigate conflict, make decisions, and influence outcomes. These aren’t soft in the sense of being secondary - they’re powerful tools that create trust, drive clarity, and elevate execution. Leadership Expectations Are Evolving The profile of effective leadership is changing in lockstep with technology. While domain expertise and operational know-how are still important, they’re no longer enough on their own. Leaders today are being measured on how well they engage people, adapt to change, and manage complexity. Emotional intelligence, for instance, has emerged as a critical leadership skill. It includes self-awareness, empathy, and the ability to stay composed under pressure - traits that make a tangible difference in how teams perform. In fact, Forbes recently reported that emotional intelligence now ranks as the number one leadership skill for 2024. Today’s leadership isn’t about having all the answers. It’s about fostering alignment, communicating vision, and creating the kind of trust that allows teams to take initiative and follow through - even when the path forward isn’t perfectly clear. This shift is particularly relevant for those in cross-functional roles. Finance leaders need to communicate priorities to operations. Supply chain executives are collaborating with IT. HR professionals are influencing cultural transformation. None of this happens effectively without strong interpersonal capability. Soft Skills and Career Mobility For professionals aiming to grow their careers, soft skills offer a real and lasting advantage. They’re often the deciding factor between candidates with similar technical credentials. And in a world where tools and platforms evolve quickly, it’s these human strengths that carry over from one role - or industry - to the next. Research from Washington State University echoes this, noting that soft skills are now a cornerstone of long-term career development. As organizations evolve, they're increasingly prioritizing traits like adaptability, emotional intelligence, and resilience when making hiring and promotion decisions. The takeaway is simple: soft skills help people perform better, connect better, and lead better. They show up in the ability to listen carefully, manage a difficult conversation with tact, or adapt quickly when the landscape changes. These aren’t personality traits - they’re competencies that can be developed, practiced, and refined. Conclusion Technology will continue to change how we work - but not why we work or how we connect. The ability to influence, adapt, and communicate effectively has always been important. What’s changed is that now, it’s essential. As automation takes care of the transactional, soft skills will define who moves forward. The professionals who prioritize these capabilities won’t just stay relevant - they’ll become the ones who drive progress. In a world increasingly shaped by AI and automation, human connection, emotional insight, and critical thinking aren’t being replaced. They’re becoming the edge. Whether you're actively searching or just exploring your options, we support professionals like you in taking the right steps toward meaningful career growth. Search current opportunities.