When recruiting new staff for your business, you need to get the best candidate for the job. Interviews are part of the hiring process and an excellent way to get to know a potential employee. However, many companies work in hybrid ways today, so incorporating a virtual interview into your recruiting process is an excellent way of attracting talented people who cannot attend an in-person meeting. Over eighty percent of companies use virtual interviewing in their recruitment process.
Just like an in-person interview, virtual interviews need careful preparation. You’ll want to promote your company as a positive workplace, and the IT equipment needs to be functional on the day of the interview. Here’s how you can conduct compelling virtual interviews.
Set Up a Professional Workspace
We’ve all been in virtual meetings where cats have wandered across the screen or a child has rushed in to interrupt a discussion. In virtual interviews, you’ll need to be significantly more formal. Use a room where you cannot be interrupted, and conversations will not be overheard. Private rooms, not open-plan offices, should be used. Privacy is critical, as is promoting your corporate image. Use a company green screen to hide your bookshelves, kitchen, or laundry from the candidate. Finally, dress professionally to create a positive image for the interviewee.
Test the Technology and Interview Connection Beforehand
Although virtual interviews are easy to organize and attend, one of the downsides is the technology. It’s essential to ensure candidates and other interviewers have clear instructions on operating the app to access the interview. If you asked for a presentation, the interviewee must also understand how to share documents confidently, so send instructions beforehand. Some organizations have a virtual interview guide with tips on what to expect. It’s also helpful to offer a test run of the technology when recruiting to ensure candidates have downloaded it correctly and can use it. It portrays you as a supportive employer, reassuring the candidate that the technology will work on the day. Finally, consider a plan B approach should the technology fail during the interview by having the candidate’s phone number to hand.
Establish Rapport with Candidates Remotely
Who hasn’t been nervous at an interview? It’s standard to feel anxious; when there’s a virtual interview, the barrier of not being in the same room can feel intimidating. As the recruiting interviewer, you need to make each candidate feel at ease. Helping someone feel relaxed gives them and you a positive interviewing experience. Introduce people, especially if you have a panel, and start with informal questions such as asking how they are today. Remember to ensure the interviewee is comfortable with the technology and invite them to say if they are experiencing difficulties. It’s also helpful to outline the process, including allowing them to ask questions at the end of the interview and when you will be making a decision.
Ask Behavioral and Situational Interview Questions
When you don’t have the interviewee in the same room, it can be challenging to understand what they are like as a potential employee, so your questions are critical. Prepare questions that probe their behavior and reveal how they manage situations. Instead of asking what you would do in a scenario, frame your question around what they did. For example, ask them to talk about a time when they had to manage a challenging customer or change something in the organization. Find out what they learned from the experience and what they would consider doing differently on another occasion. Consider follow-up questions to the ones you have so you also get an in-depth look at the response and a broader idea of the candidate.
Provide Clear Information About the Next Steps in the Hiring Process
Once the interview is complete, thank the interviewee for attending. Outlining the next steps helps the candidate have an idea of when you are likely to make a decision. You can also use this session to clarify your expectations on hybrid working, especially if they are required to spend some time in a physical office or with the team. However, arrangements will be finalized in a contract. Before you close the interview, check you have their correct contact details so you can reach out to people with a decision.
Of course, once you have picked your perfect candidate for the job, it’s essential to let them know and to see whether they want to work with you. However, don’t forget those interviewees who attended but were not successful. No one likes to be ghosted, so reach out, give them some feedback, and wish them well in their job search.
Virtual interviews are convenient, save time and travel, and require preparation. By taking time to work through your questions, testing the technology, and ensuring your candidate has the pre-interview information they need, you can create a positive experience. Finally, helpful and constructive experiences at interviews also help promote your company as a place to work.
