Struggling with perfecting the remote interview experience?
The boom in remote working practices post-COVID has also meant an increase in the need for remote interviewing – an experience which can be hugely different to in-person interviews.
To ensure you and your candidates have the best remote interview experience possible, it’s important to consider how to adapt your interview process.
In this blog post, we’ll walk you through our 12-step guide to ensuring successful remote interviews.
TL;DR:
For a successful remote interview process:
- Review your current in-person process and adapt it for remote interviews.
- Use familiar platforms (like Zoom) and provide candidates with guides on how to prepare.
- Create a distraction-free environment and be professional on camera.
- Minimize notetaking, put candidates at ease, and use screen-sharing when appropriate.
- Always have a backup plan and follow up with feedback promptly.
STEP 1: REVIEW YOUR CURRENT INTERVIEW PROCESS
While your face-to-face interview processes might work perfectly, the remote interview experience is very different.
Take the time – ideally with your team – to review your current interview process and identify what will still work for remote interviews, and what might prove to be a challenge.
Use these findings to create a remote-specific process to help things run as smoothly as possible (and don’t forget to review it regularly).
STEP 2: USE A FAMILIAR PLATFORM
Video call platforms like Microsoft Teams and Zoom are commonplace in most people’s lives now and are user-friendly for those with limited experience.
Using a platform that your candidates are likely already familiar with will help to ease any anxiety they may have prior to the interview.
Bonus points for any businesses who are readily willing to make accommodations for neurodivergent candidates and those who struggle with anxiety – offering the option for a brief introductory call or initial interview via phone call rather than video call can help in some cases and shows candidates that your business is inclusive.
STEP 3: PROVIDE A REMOTE INTERVIEW GUIDE FOR CANDIDATES
This is a step that doesn’t require a huge amount of time or effort and will show candidates that you’re well prepared, professional, and accommodating.
Providing a simple one or two page guide for candidates can be a fantastic way to make a great first impression before you’ve even started the interview.
Your guide could include:
- the interview’s structure
- estimated interview length
- expectations for dress code
- tips on their location for the interview
- which platform they will need to use
- a troubleshooting guide for that platform
- how to create or use a virtual background
- what they should do if they experience technical issues
STEP 4: REDUCE BACKGROUND NOISE AND DISTRACTIONS
If your team still works in, or has access to an office space, ensure there is a designated space for interviewing where background noise and distractions can be kept to a minimum.
If interviews will be conducted from your team’s homes, make sure they prepare in advance for the same reasons. This could mean asking a partner to entertain the kids for an hour or arranging for someone to walk your dog while you’re on the call.
STEP 5: BE PROFESSIONAL
As we’ve said before, you’re representing both yourself and your company, so make sure you’re being professional:
- Be on time for interviews
- Dress as you would for a face-to-face interview
- Be aware of how you look on camera (don’t look bored)
- Show interest and ask follow-up questions
- Be aware of your body language
STEP 6: MINIMISE NOTETAKING WHERE POSSIBLE
One of the challenges of a remote interview is the candidate has a limited view of your environment.
Constantly seeing the top of your head as you’re writing notes could be very off-putting
Consider creating a checklist or scoring system that you can use in your interview sessions to minimise notetaking or have a dedicated note-taker on the call with you – just be sure to introduce them to the candidate and explain why they’re there before you start!
Step 7: Put candidates at ease
For some candidates, remote interviewing can be more daunting than the face-to-face process.
Making an effort to put candidates at ease from the beginning could make a huge difference to their experience and performance. Here’s how you can help:
- Introduce yourself – you could tell them briefly about what you enjoy in and outside of work, how long you’ve been at the company and why you enjoy working there, and anything else you’re happy to share that they could find common ground with.
- Give them an idea of the company’s culture – tell them briefly about the work set up (hybrid, remote, on-site), how the company rewards employees, any social events, etc.
- Use a conversational structure – interviews can feel like an interrogation, putting candidates off and impacting their performance. Treat it like a conversation, ask questions and give your own input and show your personality.
Step 8: Give candidates a chance to ask questions or provide additional information
Similarly to step 7, this is important for ditching the interrogation-style interview and putting the candidate at ease.
Whether you offer them opportunities throughout to ask questions and give additional context to their experiences, or you allocate 5-10 minutes at the end of the interview for them to do so, it’s vital that they get this opportunity.
Step 9: Use screen-sharing effectively
There are some definite advantages to a digital interview experience – an obvious one being the ability to utilise screen-sharing.
If it makes sense to do so, screen-sharing can add an extra depth to the interview process, but don’t do it for the sake of it.
Here’s a few ways to use the feature in your interviews:
- Give a virtual tour with a pre-recorded video
- Use a short presentation to introduce the company, brand, or role
- Give the candidate the opportunity to showcase their work or present their knowledge and skills with visual aids
Step 10: Have a backup plan
Unfortunately, technology isn’t always reliable.
So, it’s important to have a backup plan in the event of technical issues to reduce stress and ensure candidates get the time they’re allocated.
We’d recommend getting their contact number ahead of the call and making sure they have the best contact number for you, so you’re able to reach each other if something goes wrong.
Step 11: Take breaks between interviews
Remote interviews can be significantly more mentally taxing than face-to-face interviews.
Give yourself more time between interviews than you would if they were face-to-face.
Don’t schedule to many in for one day and give yourself time to reflect on the interview afterwards and give your eyes a break from the screen.
Step 12: Follow up
It’s best to set expectations at the end of each interview by letting them know how long you expect this stage of the interview process to take.
Once you’ve interviewed all candidates and made a decision, aim to get back to them – successful or not – within a reasonable timeframe.
We recommend giving some specific feedback, whether it’s something that impressed you, or a reason other candidates were better suited than them. Be constructive but kind!
To make things quicker, you could prepare a template email in advance – just make sure you triple check it’s been properly personalised before you send it!
Final Thoughts on Mastering the Remote Interview
Remote interviews are an essential part of modern recruitment, but they require thoughtful preparation and adaptation.
By following these 12 steps, you can create a smooth and successful interview process that leaves candidates feeling confident and respected, and making them more likely to recommend your business for future vacancies.
Whether it’s ensuring your technology runs smoothly, putting candidates at ease, or providing helpful feedback, the key is to make the remote interview experience as professional and engaging as an in-person one.
Remember, a well-structured interview not only reflects positively on your company but also helps attract the best talent.
So, with a bit of planning and flexibility, you can turn remote interviews into a powerful tool for recruitment success.
Looking for a recruitment partner to help make the process even easier? Get in touch with us today.
