virtual interview best practices: tips for success.

One of the many workplace transformations to remain since the pandemic has been the shift from face-to-face to virtual interviews. Conducting digital interviews, particularly at the initial stage of the recruitment process, is an efficient and cost-effective way of connecting with applicants. Video calling also allows hiring managers to tap into a global talent pool. We’ve learned a lot about virtual interview best practices over the past few years, and continuous improvement is key to staying competitive.

To carry out virtual interviews successfully, not only do you need the right hardware and software, you have to learn how it works. You also have to get comfortable on camera and adapt your job interview process to the digital format.

There is also the question of whether you change your approach. Do you ask different questions? Who conducts the interview? Are there new things to pay attention to during the interview? Learn how to become a pro at video recruitment with the virtual interview best practices below.

choose the right technology

Even if you regularly use video conferencing technology in your business, using it for job interviews can be a little different. There are many top-quality options to consider. Some of the most popular include:

• Zoom
• Skype
• Google Meet
• Webex
• Microsoft Teams

Test them out to ensure they meet your needs. Consider cost, functionality, features and other ways you could use these tools in your business.

choose an appropriate space

Many companies may use the same space used for in-person meetings. If you’re working remotely, you’ll need to create an interview space. Choose a quiet, well-lit place where there are minimal distractions. Make sure you have a plain backdrop. Remember, you’re representing your organization. It should go without saying, but a messy kitchen complete with dirty dishes or taking the call from your bed are not appropriate.

have a defined job interview process

Your video interview process will probably be very similar to your in-person interview process. If you’ve had success hiring in the past, there is no need for major changes. You just need a consistent process to ensure you are assessing candidates effectively and that you can easily compare candidates to make the best hiring decisions. Make tweaks based on the changes a virtual environment presents. If you have a rubric or some means of comparing or assessing candidates, you can continue to use it.

always test before going live

Technology can act up and be unpredictable, so it’s always important to log onto the video software and check it’s working properly before you start a live interview with the candidate. Sound and video feed issues or connection issues can disrupt the flow and momentum of the interview. Also, don’t wait until the last second to test out your software. Give yourself plenty of time, and make sure you’re prompt for the interview. Being late and leaving a candidate sitting in the video call alone is bad form and disrespectful of their time.

provide candidates with a video interview checklist

Bear in mind candidates may not have used your particular video conferencing software. This creates an additional source of stress related to the interview. Not only do they have to worry about preparing for the interview, they also have to worry about getting to grips with the tech.

You can put a candidate’s mind at ease, help them out and offer a better candidate experience by providing them with an interview checklist. Be very clear about the steps they will need to take and let them know you’re available if they need support. To set them at ease, you can provide:

• instructions for downloading and logging into the video interview
• a list of tech requirements for the software to work well
• video job interview tips to help them get comfortable
• notes on the interview process itself, who will attend, timelines and other important information

take a professional approach

How you look, dress and communicate with candidates over video should not change. Prepare for your video interview the same way you would an in-person interview. Make sure to turn off your phone, computer notifications and any other distractions. If your phone is constantly beeping with alerts or ringing, it’s not fair to the candidate. Also, make sure you smile and look into the camera to make eye contact with the candidate.

If you’d normally dress up a little for interviews, do the same for a video interview. Even if you’re working from home, showing up to a video interview in your sweats is probably not the impression you want to leave. Remember the candidate is interviewing you and assessing your company, too. Though you may make the decision to extend an offer, they can choose to accept or reject your offer depending on if they like what they see!

When it comes to virtual interview best practices, there’s always room for refinement. The more you do virtual interviews, the more seamlessly they will become part of your recruiting process.

staffing solutions for your business

At Randstad, we can streamline your recruitment process even further. When you partner with us, you can be confident each candidate has been thoroughly vetted and has a strong understanding of the role and your company’s expectations. We’re dedicated to finding exceptional talent to contribute to your business goals.