Best Practices for Remote Recruiting with Virtual Interviews


The remote recruitment process can make everyone nervous. At least, that's the first time. Interviews by videoconference don't sound very appealing. Can you read body language and understand it? What happens if your internet connection goes down? These and other obstacles might make it difficult to imagine the days of in-person interviews. Virtual recruiting is still possible. Here are some ways to improve your remote recruiting.

Virtual Interviews: The Benefit

The remote recruitment funnel process has many advantages. The remote recruiting process is cost-effective, efficient, and time-saving. It expands your potential candidate pool to include those who live outside of the state or country. Remote hiring is less effective than in-person interviews if you commit.

Before the Remote interview

Before the interview process stage, a lot of work needs to be done. By effectively filtering applicants, recruiters can reduce the number of interviews. Online interviewing allows you to select only the best candidates for your company. You can use simple education, candidate experience filters, and writing skills tests and questions. It is best to avoid the phone screening stage. Video conferencing can be a more efficient use of time for both the candidate and the hiring manager. Do not be afraid to tighten your qualifications and allow the top applicants to shine at the video interview stage.

How to Conduct A Successful Virtual Interview

Video is the fastest-adopted technology, so your candidates and recruiters will be more comfortable using it in the workplace. These are some tips to help you make it go smoothly.

Choose Your Technology Wisely

First, choose the right platform. While the platform might be the best for most meetings, it may not be the right one for technical jobs. Platforms that allow candidates to showcase their skills assessment more easily may be better for those applying for technical positions. Avoid technical problems at all costs. Use the software that you and your team are most familiar with.

Make sure to test the tech (and have a backup plan).

You can try virtual recruiting for the first time. Think about what you will do if the internet goes down. Even if the platform is well-known, it's still important to test it and give clear instructions to interviewees about what to do. If things don't go according to plan, give candidates a number they can call.

A bad connection can lead to disaster.

Some people don't have a super fast internet connection. Allow candidates to finish their answers before moving on to the next question. You can expect some lag when ongoing video chats, but you will avoid awkward interruptions that could slow down a conversation.

Professionalism is key

It can be easy to relax in your pyjamas or hide your mess in the spare room while working remotely. Nevertheless, you're representing your company in an interview, so it is important to present yourself as seriously as possible. Remain focused on the task at hand, and turn off all notifications from your email.

Do not Change Too Much.

Don't try to adapt to the new format. While some interviewing techniques will work better than others, you should still use tried-and-true methods and structures.

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Be sure interviewees feel comfortable.

 You might have to change how you begin an interview. To build rapport, you may need to be more patient. It would help if you did not forget to use eye contact and body language. However, a brief icebreaker can help you make sure that passive candidates feel comfortable in an online environment. Keep in mind that different candidates might have different experiences with video conferencing. If they are required for a future role, don't judge them for it.

Recruitment strategy meetings can be difficult to remember even if you have a great interview with a flowing conversation. It's important to immediately communicate any feedback to applicants to avoid confusion.

Make Your Transitions

 Hosting multi-stage interviews can make things more difficult if you use the internet. A dedicated host can be a person who coordinates with interviewers. It is important to communicate clearly with ideal candidates if they have to change platforms or attend a new meeting. Unlike in person, they can't go back to the meeting and ask where they are going.

Don't Forget the Small Stuff

The recruitment process is more than just interviewing. It's about more than just interviewing candidates. It's also about selling your company and assessing how they fit in with the team and organization. You can also replicate many of these events online. You can host company tours or team lunches online. Potential colleagues can video-chat with applicants or send them videos.