7 techniques to conduct efficient remote interviews

The remote workforce is a constant in the way we operate, and will work moving forward. The pandemic gave both employers and employees a taste of just how remote work works. 

Organizations are now aware that having a remote team is not only feasible but also advantageous. Disconnecting work from location widens the talent pool available to businesses wishing to tap into global talent.

With an increasing number of organizations delving into virtual workspaces, the competition for a better, streamlined, and smooth interview process becomes mainstream.

Best practices for conducting remote interviews

There are a tonne of advice articles on the internet for job seekers looking to distinguish themselves from the pack, as businesses struggle to fill a historic high of remote job positions. This, coupled with the need for bias-free and objective interview practices means remote interviewing techniques are getting more complex and inclusive.

The employers at the opposite of the line, though, what about them? 

Poor recruiting choices deplete morale and cost money. Employers must come up with new methods for determining whether an applicant is a good match without the information obtained in person, like body language, soft skills, and other non-verbal cues associated with an offline interview.

As the pandemic and its repercussions continue to change the contemporary workplace, remote interviewing is here to stay. Follow these best practices for conducting remote interviews and get the perfect hire!

Review your current remote interview process

As the first step, take an objective look at the different parts of your interview process to adapt it to remote recruitment. Familiarize yourself with the qualities of a good remote worker, and tweak your job descriptions accordingly.

You could also try to make your remote assessment more objective, direct, and remote-friendly. When you post openings on job boards, make sure you list out all things you need and require. Over-communication is important in this regard. 

Get the right tools and tech

You’ll require a varied set of tools depending on the sort of remote interview you’re doing. Zoom or Google Hangouts should work for the majority of interviews. But occasionally, specialist technologies are required to accurately simulate the in-person experience.

A platform for collaborative coding that both the interviewer and the applicant may utilize at the same time is ideal for hiring engineers. A whiteboard application for front-end developers and/or UX/UI artists, so the applicant can sketch out ideas is also a good idea.

From conferencing software to interactive whiteboards, ensure that both you and the applicant are aware of what is being used, and more importantly, how to use it.

Share all necessary details beforehand

Many job candidates have never conducted a remote interview before, so you can make them feel more at ease by explaining how the process will work: how many sets of interviews you will have; the technologies that will be utilized; and how they will be assessed in each discussion or skills test.

Send updates at each level of the review process to make sure that the applicant experience is not negatively impacted. Regardless of the hiring outcome, this will provide them a sense of worth and appreciation and guarantee that they have a positive view of your employer brand.

Practice your video etiquette

Remember, you’re interviewing too! These days, the best prospects are likely to get many offers. The manner you, the recruiter, present yourself—including your appearance, what is visible in your backdrop, as well as your overall cadence, attitude, and selection of interview questions—will affect how potential workers see your business. 

Therefore, even though advice on how to ace an interview today may be directed at the high number of applicants, those techniques are becoming more and more important for those making the offers.

Make it a two-way conversation

Today’s job seekers aren’t only interested in increasing their pay. Additionally, they are looking for workplace cultures that reflect their personal beliefs and sensitivities, as well as flexibility and well-being. These kinds of questions can help both parties learn critical insight about whether a potential employee would feel satisfied and motivated at a given company.

Ensure that you offer the candidate your full attention. Give them details that are pertinent to their role and responsibilities, and invite them to ask you any questions they might have. 

Take time to introduce the company culture

Company culture is an integral part of the employee lifecycle, one that has a direct impact on retention. This remote interview is a great opportunity for you to introduce the candidate to what life at your company looks like, and why joining would be a good idea. 

Remember to share information about the various aspects of your company’s employee value proposition – perks and benefits, core values, and the different aspects of being an employee. 

Have a backup plan

Even today, connections aren’t stable. The candidate, or even you, can lose connection quickly. Whether it’s because of an unstable internet connection, electricity, or device-related issues, having a backup plan in case something goes wrong is always a good contingency.

Make sure you let the candidate know what to do in case a situation like this arises. You could reschedule the interview, connect on call or ask the candidate what they’d like to do. This way you can rest assured that all contingencies are covered.

Conclusion

74% of businesses anticipate a lasting shift toward remote employment to some extent. According to McKinsey data, between 20 and 25 percent of the workforce in industrialized nations may work remotely three to five days each week. 

It might be scary to hire your first remote workers, especially those who reside outside of your nation. Costs, taxes, and legal compliance are all challenging issues that can seem daunting. Having a structured and thorough remote interview process can help alleviate the pressure.

At Talent500, we understand that the transition to location-independent working is a multi-layered process involving numerous stakeholders and factors. Our team of experts and network of highly skilled professionals are here to help you build your global team in over 50 countries. Ready to take the first step? Set up a consultation with our team here.