Remote Interview Questions
And if you have to reschedule the interview altogether, try and give them grace. A candidate should not get stuck in a never-ending job search because they don’t have access to high-speed internet from home. Remote interviews are essential for identifying top talent from a distance in today’s world of work.
How do you interview candidates virtually?
There are 2 major ways to interview candidates virtually – via a phone call or video calling software like Zoom, Skype, Google Meet, etc. Here are a few tips to help you conduct a seamless virtual interview: dress professionally, irrespective of where you’re conducting the virtual interview from, whether it’s in your home or any other remote location. Conduct the virtual interview in the same way how you would conduct an in-person interview, and ask questions you’ve prepared (a pro tip here is to prepare a list of questions beforehand, so that you don’t miss anything important). You must also give your interviewee enough time to answer your questions. Towards the final stages, you can talk about your organization’s values and culture and provide ample information on what the interviewee can expect from the role and going forward.
It’s also a handy tool your team can use outside of remote hiring tasks. Another remote hiring tool that needs to be in your stack for scheduling video calls is Calendly. Calendly auto-detects every candidate’s time zone and adjusts the available times accordingly, whether the candidate is in Montréal or Mumbai. When you work on a small team, chances are you’re using multiple tools to help with your hectic hiring process. Check out these tools and resources to add to your remote hiring tech stack. It’s a lot to process so take the time to experiment with these tips and tricks and see what works for you. In the end it’s all about, finding a candidate who is a great match for your company without letting the challenges of remote hiring get in the way.
Get your whole team in on hiring.
For executive or C-level roles, it might be useful to schedule in-person interviews during the final hiring stage. You’ll be working closely with them and they’ll be driving many business decisions, so it’s crucial to build that more personal connection. To run live video interviews with candidates, you can use popular tools such as Zoom, Google Hangouts and Skype. Candidates will be able to join the interview easily by following a link, so make sure to send them an invitation in advance. A hiring freeze – whether it’s due to a global crisis like COVID-19 or internal company processes – is an uncomfortable situation. Since you can rarely say for sure when the hiring process will start again, it’s best to be honest about it and show empathy towards candidates.
If you have headphones with a built-in microphone, use the audio preview to make sure the device picks up your voice. Also, switch your device into Do Not Disturb mode a few minutes before the interview to reduce distractions from notifications. While the ease of clicking a link to join a meeting seems like it should be a quick transition, it’s always worth giving yourself at least a 20-minute buffer between calls. This short break will allow time for run-overs, meeting prep, a quick appearance check, or the opportunity to refill your water bottle.
Form a hiring team
The people on the hiring committee should represent the people you are looking for whenever possible. If you can’t accomplish this, it’s likely a sign that you should redouble your efforts to bring in a wider applicant pool. Facilitating BIDE can lead to a stronger company, but it is important to note that such gains do not happen automatically. Leaders cannot treat diversity as a set-and-forget metric and expect to see financial gains, increased innovation, or a boost in employee retention through passive improvements. We are constantly working to find more tangible ways to develop practical processes to enable belonging for all.
For example, candidates can’t see where other employees hang out, how busy they are, and whether they’re stressed or enjoying their work. If you’re interviewing a strong candidate, and you don’t take the time to paint a clear picture of their working life, they’re likely to head back to LinkedIn to chat with another company that does. Keep in mind that your company’s remote hiring process is often a direct reflection of its values and approach to work. If your remote interview process is disorganized, frantic, or full of inefficiencies, the interviewee will assume that the company is the same. Working from home also means limited proximity to other team members. Whilst video conferencing can help, it will never replicate being in a working environment with colleagues . This can lead to some remote workers feeling particularly isolated.
Checking if the site connection is secure
One more thing might be that we are very cautious about hiring anyone who does not have a strong enough job coach to guide them. We can identify people better now who have a high risk of just not being able to make it in our company and we stop ourselves from hiring them if they don’t remote interview process have someone capable to guide them. These questions will evoke the most telling answers and give you a clearer understanding of whether the candidate is suited to a remote position. If possible, stand up during the virtual interview and welcome the interviewee to do the same.
You can also host live interviews via a fully-branded single experience (though it’s good to keep in mind that this type of interview experience is not for everyone). Doing so helps to create a stronger connection between the interviewer and the interviewee. When you make interviews more comfortable, you are better able to sustain and scale recruitment of the highest quality candidates from all around the world. InterviewMet with HR rep for screening, quickly met with two peer teammates. Once that was completed, was invited to meet with the reporting manager for this role. Felt like I did well, even the HR rep sent me an email stating he received good feedbacks and should hear back end of the week. At least let me know that I didn’t get the job, it’s been more than a month since “end of the week” that I was suppose to hear the result.
Share which members of your company will be joining, their roles within your team, and what they’re likely to assess during the interview. Also, be prepared for a video interview, and that doesn’t mean dress your best . Take some time to move things out of your background, so it isn’t distracting. Before you apply for any job, you should always do your homework on the company. And though you may think it’s harder to research a remote company or learn about its culture, that’s not the case. We believe that the collective sum of our life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent makes up the core of our company culture.
- Conversely, they may assign you a project with a quick turnaround time.
- Remember, don’t hold back the urge to openly speak your mind.
- Check out these tools and resources to add to your remote hiring tech stack.