Whether you’re considering a remote worker or someone from another country, virtual interviewing can help cut down on time and expenses. Here’s how to conduct a successful virtual interview.
While virtual interviewing is increasingly common, some interviewers may be more experienced at it than others. Here are some guidelines for the interviewers on your team.
What is virtual interviewing?
Virtual interviews are job interviews that don’t take place in person. Typically, interviewers use videoconferencing tools to see and speak with remote candidates.
TIP 1
Develop a clear, structured process.
Keep everyone on the same page by outlining your virtual interview process from start to finish. Send out an agenda beforehand, or put time on teammates’ calendars to review candidates afterward.
TIP 2
Familiarize and test your video interviewing tools.
Give candidates a positive impression and prevent potential delays by testing your videoconferencing software and equipment ahead of time. Offer to coach anyone on any features or technology.
TIP 3
Decide the best spots for interviewing.
Ideally, interviewers should find a quiet, well-lit space where they’re unlikely to be disturbed, and have an uncluttered background and strong Wi-Fi connection.
TIP 4
Build a personal connection early.
Share tips for establishing a relationship with a candidate, such as designating a few minutes for small talk at the start of an interview, and smiling and nodding to show interest.
TIP 5
Avoid typical video call challenges.
Accidentally talking over one another is easy to do on a video call, especially if the connection is lagging. Ask interviewers to pause a bit longer after the candidate finishes speaking.
Candidates might be familiar with videoconferencing tools, but not used to virtual interviewing. Preparing them for one shows them that your company cares.
Let candidates know well in advance which tool to use.
When scheduling a virtual interview, send candidates a link to the videoconferencing tool you’ll be using. This gives them time to download or update the tool and familiarize themselves with it.
Send resources beforehand, including a list of interviewers.
In your scheduling email, include sample interview questions, a link to interviewers’ LinkedIn profiles, and other materials a candidate may find helpful.
Tell candidates if any skills tests will take place.
Give candidates a heads-up that they may need to solve a test or problem during the interview, or that you’re interested in reviewing their work samples. This can help them properly prepare.
Give candidates a strong sense of your company culture.
Send materials for the candidate to explore, such as videos from company events or a virtual office tour.
Gather feedback to improve your interview process.
Whether or not the candidate gets the job, follow up with them in a timely manner to show that you respect their time, while also gathering strategic insights that improve your hiring.
of candidates think video interviews cause more stress than in-person interviews.
Ask the right questions during a virtual interview.
Virtual interviews can assess critical soft skills that help candidates thrive. Here are some top interview questions to ask and why they’re important.
QUESTION 1
What excites you most about this role and our team?
What this question assesses: You want to know your candidate is passionate, even if they’re interviewing from the other side of the world. Strong candidates will demonstrate clear enthusiasm for your company’s mission, culture, and projects.
QUESTION 2
Tell me about a time you disagreed with management about a process. What did you do?
What this question assesses: Your candidate’s answer tells you whether they’re able to tactfully share their opinion and if it can improve your company’s internal operations.
QUESTION 3
How do you stay productive and organized while working remotely?
What this question assesses: Remote work can lack the structure of an on-site position, making organizational skills a must. Ideal candidates have a clear process for minimizing distractions, maximizing productivity, and motivating themselves.
QUESTION 4
What is your process for overcoming problems or barriers in your work?
What this question assesses: Evaluate if your candidate is proactive about seeking help when they need it. All employees should know how to troubleshoot a challenge and when to escalate it.
QUESTION 5
What’s your experience working with teams across different time zones?
What this question assesses: If your company has remote workers or global locations, employees may need to work with people on different schedules.
QUESTION 6
What skills and traits do you consider to be essential to successful remote work?
What this question assesses: This can indicate how comfortable a candidate is working remotely. Look for an answer that emphasizes creating an open dialogue and establishing trust.
Employees who spend 3-4 days working remotely are about 11% more engaged than their in-office peers, resulting in higher productivity and lower turnover.
