What are the best virtual interview practices for recruiters?
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Virtual interviews have become the norm for many recruiters in the wake of the pandemic. However, conducting an effective and engaging interview online requires some specific skills and strategies. In this article, you will learn what are the best virtual interview practices for recruiters, from preparing your technology and environment to communicating clearly and building rapport with candidates.
The first step to a successful virtual interview is to choose a platform that suits your needs and preferences. There are many options available, such as Zoom, Skype, Google Meet, or Microsoft Teams. Consider factors such as the ease of use, the security, the features, and the cost of each platform. Test the platform beforehand and make sure you know how to use the basic functions, such as sharing your screen, muting and unmuting, and recording the session.
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Sajjan Karna
HR Consultant @ ReNew | MBA, Renewable Energy Recruitment
MS-Teams, Zoom & Google Meet is the best option for Virtual interviews with many tech feature AI support for screening TQM-Time Frame Documentation Roles option market analysis Video documents for Background details
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Krati Pandey
Senior Talent Partner at Ascendion | Strategic Talent Acquisition| PC Club Winner | Corporate Strategic & Leadership hiring
I have been doing virtual interviews since 2019 tho with covid it became a usual practice for the corporate world. Apart from ensuring that both hiring managers & candidates should have good logistics, as a recruiter I ensure I am able to set the tone of the call for both them (ice breaking and killing the awkward silence of initial 2-3 minutes) is equally important. I think that really helps both hiring manager & the candidate to have an over all good experience.
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Mubashra B.
Talent Acquisition Lead | Talent Acquisition Specialist | Head Hunter | HR Generalist | Medalist 🏅
Virtual interviews have become increasingly common, especially in light of remote work and the COVID-19 pandemic. Recruiters can improve their virtual interview practices by following these best practices: -Test Technology -Clear Expectations -Prepare Interviewers -Professional Environment -Engage -Structured Questions -Soft Skills -Allow Questions -Evaluate Non-Verbal Cues -Standardized Evaluation -Follow Up -Accessibility -Record and Document -Maintain Professionalism -Test Closing Skills: -Continuous Improvement By following these best practices, recruiters can conduct effective virtual interviews that provide a fair and thorough assessment of candidates while creating a positive experience for applicants.
The second step is to set up your environment to create a professional and distraction-free impression. Choose a quiet and well-lit location, preferably with a neutral background. Avoid any sources of noise or interruption, such as phones, pets, or other people. Adjust your camera angle and position to ensure that your face is visible and clear. Dress appropriately and maintain good posture and eye contact throughout the interview.
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Jeff Denney
Co-Founder - Recruiter at Jeff Denney Recruiting & Consulting, LLC | Aligning Talent With Opportunity
Google Meets works about 95% of the time for us. Occasionally (i.e. 5% of the time) someone "can't connect" and is late or tries the phone. If the Candidate has a Gmail Account, the 95% goes to 99.9% connection rate. And yes, a video call of any type is critical early in the screening processes. A video call gives us a chance to see how the candidate handles themselves, verify their professionalism all around, and get to know them.
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Syed M. Ahmed
Helping Companies Recruit Tech Teams Globally 🇨🇦🌍 | I talk about HR, Tech Recruitment Tips, Job Seeker Tips & the one that I’m MOST PASSIONATE about is giving back to NEWCOMERS/IMMIGRANTS in 🇨🇦
I BELIEVE SETTING UP A PROFESSIONAL ENVIRONMENT for virtual interviews is not just about the background but also about creating a conducive atmosphere. It’s crucial to not only look professional but also ensure minimal distractions. I WOULD ADD that having a stable internet connection and a backup plan in case of technical issues can save you from unexpected disruptions during the interview. MAINTAINING GOOD POSTURE and EYE CONTACT, even in a virtual space, is vital. It shows respect and attentiveness to the candidate. Remember, the environment not only reflects on you but also on the company culture.
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Pallavi Kumari
Senior Manager at Aditya Birla Sun Life insurance
Virtual interviews have become the new normal in the recruitment process. After the pandemic, now many employers realize that virtual recruitment is not only more efficient but also the way forward. According to a survey conducted by indeed, 88% of employers have conducted video interviews and over 5.7 million job seekers have scheduled virtual interviews on indeed.
The third step is to communicate clearly and effectively with your candidates. Since virtual interviews can pose some challenges for non-verbal cues and feedback, you need to pay extra attention to your tone, pace, and language. Speak slowly and clearly, and avoid using jargon or slang. Use open-ended questions and follow-up probes to elicit more information and examples from your candidates. Listen actively and attentively, and provide verbal and visual signals of acknowledgement and interest.
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Jessica Prosper
Talent Acquisition Partner @ Kognitiv Inc 💡 | Strategic Recruiting | Head Hunting | Workday | Employer Branding | Recruitment Marketing
Since you are not sitting face-to-face with the candidate, communicating effectively may be a bit of a challenge. Sometimes there's an audio delay, or the connection dropped, or the audio sounds a little muffled. Because of these scenarios, you want to pay special attention to your pace, and annunciate as much as you can. You can also show the candidate that you are following along with your gestures like a head nod for example.
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Syed M. Ahmed
Helping Companies Recruit Tech Teams Globally 🇨🇦🌍 | I talk about HR, Tech Recruitment Tips, Job Seeker Tips & the one that I’m MOST PASSIONATE about is giving back to NEWCOMERS/IMMIGRANTS in 🇨🇦
I BELIEVE COMMUNICATING EFFECTIVELY DURING VIRTUAL INTERVIEWS IS A CRUCIAL SKILL. In a digital setting, non-verbal cues may not be as prominent, so your verbal communication becomes even more important. I WOULD ADD that establishing rapport and making candidates feel comfortable is essential. You can achieve this by maintaining a friendly and welcoming tone throughout the interview. ASKING OPEN-ENDED QUESTIONS and using follow-up probes is an excellent strategy to understand the candidate better. It not only helps in assessing their skills but also in gauging their communication abilities.
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Astina Grace JNathan
Senior Specialist, Recruitment at DHL APSSC
During virtuals, it can be difficult to hear certain words or phrases due to the quality of network. There can be audio delay, unstable connection and unavoidable background noises. Speak clearly and do not rush in answering. It is okay to ask the interviewer or interviewee to repeat their sentences. Don't use jargons and try to have an effective two way communication. Listen to the questions. Answer and elaborate as much as possible and do not have a long winded explanation as it may result to a draggy interview.
The fourth step is to build rapport and engagement with your candidates. Virtual interviews can sometimes feel impersonal or awkward, so you need to establish a connection and a positive atmosphere. Start the interview with a friendly greeting and a brief introduction of yourself and the role. Use the candidate's name and show enthusiasm and curiosity about their background and skills. Inject some humor and warmth into the conversation, and avoid being too formal or rigid.
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Krissie Baily
Director at MiddleGround Capital
I recommend starting a virtual interview off with an “ice breaker” or “back pocket” conversation starter. The one downside of virtual interviews is that you take some of the interpersonal connection away that comes more naturally when you’re present in-person. An example is, “tell me what you do for fun?” Or “tell me about the last book you read?” From my experience, this allows candidates to unwind from the formality of the interview and share something they’re passionate about. It’s easy for things to go wrong in a virtual setting - lousy connection, a dog barking in the background, a child interrupting with a toy - but what’s most important is finding a way to connect with a prospective employee.
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Felix Schorre
It is so important to create a good connection. Send out a nice message already before the interview starts. Breaking the ice starts here already. Take some time for small talk in the beginning. Put effort into it and do not just talk about the weather. Really try to break the ice and establish a connection. Be prepared and talk about things your communication partner likes and is interested in.
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Safa Shabbir
𝑻𝒆𝒄𝒉𝒏𝒊𝒄𝒂𝒍 𝑹𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 | 𝑪𝒓𝒆𝒂𝒕𝒊𝒗𝒆 𝑾𝒐𝒓𝒅𝒔𝒎𝒊𝒕𝒉 | 💡𝑻𝒓𝒂𝒏𝒔𝒇𝒐𝒓𝒎𝒊𝒏𝒈 𝑰𝒅𝒆𝒂𝒔 𝒊𝒏𝒕𝒐 𝑺𝒖𝒄𝒄𝒆𝒔𝒔: 100𝑲 𝑾𝒐𝒓𝒅𝒔 𝑪𝒓𝒂𝒇𝒕𝒆𝒅 𝒕𝒐 𝑰𝒈𝒏𝒊𝒕𝒆 𝒕𝒉𝒆 𝑴𝒂𝒈𝒊𝒄 ✨
Before starting the interview, the best way is to brief about yourself, and the company, and then tell about the role you are interviewing the candidate for. It would help the candidates as well to get comfortable if they are nervous.
The fifth step is to handle technical issues gracefully. Despite your best efforts, you may encounter some glitches or problems with your internet connection, your platform, or your device. Don't panic or get frustrated, but instead, stay calm and professional. Inform your candidate of the issue and apologize for any inconvenience. Try to resolve the issue quickly and smoothly, or switch to an alternative method of communication, such as phone or email. Follow up with your candidate after the interview and thank them for their patience and understanding.
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Syed M. Ahmed
Helping Companies Recruit Tech Teams Globally 🇨🇦🌍 | I talk about HR, Tech Recruitment Tips, Job Seeker Tips & the one that I’m MOST PASSIONATE about is giving back to NEWCOMERS/IMMIGRANTS in 🇨🇦
I think handling technical issues during virtual interviews is all about keeping cool and being professional. Tech glitches happen, but the key is to let the candidate know calmly and apologize for the inconvenience. Finding a quick solution or switching to another communication method like phone or email shows respect for their time and keeps the conversation going smoothly. It's all about adapting on the go!
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Antonya D. Alston, MBA, SPHR
HR Leader, Business Advisor, Empowerment Speaker, Author, Executive Coach
I believe this tip can be viewed from both perspectives of the recruiter and the interviewee. Grace is the supreme ingredient here. When an interview takes place, there can be a level of anxiety from both parties adding in technology glitches only exacerbates the moment. Grace, patience and remaining calm while appropriately applying your plan B and C, if necessary, are key factors of communicating your company's culture to your candidate at this time. Handling technology issues with grace and ease shows the candidate your resourcefulness, care and intuitiveness which transcends to perceived branding for the organization you're representing.
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Jessica Prosper
Talent Acquisition Partner @ Kognitiv Inc 💡 | Strategic Recruiting | Head Hunting | Workday | Employer Branding | Recruitment Marketing
Remember we're human and technology can fail us at times. Let's be patient and remember these issues are not intentional. Give yourself and the candidate time to get things back up and running. If the issue is on your end, reach out to the candidate ASAP to let them know what's going on. If you are unable to resolve the issue in the moment, see if you can switch to another platform or perhaps continue with a phone interview. At the end of the interview, thank the candidate for their time and patience throughout the issue, as much as we like receiving thank you notes, candidates do as well!
The final step is to evaluate and follow up with your candidates. After the interview, review your notes and ratings, and compare them with your criteria and expectations. Identify the strengths and weaknesses of each candidate, and rank them according to their suitability and potential. Send a personalized email to each candidate, thanking them for their time and interest, and informing them of the next steps in the process. Provide constructive feedback and guidance, and keep the communication open and transparent.
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Safa Shabbir
𝑻𝒆𝒄𝒉𝒏𝒊𝒄𝒂𝒍 𝑹𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 | 𝑪𝒓𝒆𝒂𝒕𝒊𝒗𝒆 𝑾𝒐𝒓𝒅𝒔𝒎𝒊𝒕𝒉 | 💡𝑻𝒓𝒂𝒏𝒔𝒇𝒐𝒓𝒎𝒊𝒏𝒈 𝑰𝒅𝒆𝒂𝒔 𝒊𝒏𝒕𝒐 𝑺𝒖𝒄𝒄𝒆𝒔𝒔: 100𝑲 𝑾𝒐𝒓𝒅𝒔 𝑪𝒓𝒂𝒇𝒕𝒆𝒅 𝒕𝒐 𝑰𝒈𝒏𝒊𝒕𝒆 𝒕𝒉𝒆 𝑴𝒂𝒈𝒊𝒄 ✨
To evaluate the candidate, don't forget to analyze the attitude and non-verbal communication. It explains a lot about the candidate; whether they are the right fit for your organizational culture or not. Ask relevant questions from their JD Give them a rating as per their participation. Do share the feedback in both cases (selected/rejected). It gives a positive gesture.
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Brian Pintinics
Talent Acquisition Specialist at Beyond Finance
Evaluating and following up in the interview process are essential for making informed hiring decisions, providing a positive candidate experience, and ensuring legal compliance.
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Sierra Rivas, MA in CMHC
Regional Director of Recruiting Operations
I ask the same questions of every candidate for the given position for which I am interviewing. The questions are designed to evaluate the key characteristics that predict potential success in the role. This approach allows me to evaluate based on pattern recognition. I score each question according to certain criteria and have cut offs based on their score for who I send forward. Candidates are then presented to managers with their score included with the other notes from the call so the data can be the driving force behind the decision making. After their 3 month mark, we evaluate their performance compared to the interview score to make better hiring decisions in the future. Data driven hiring is essential.
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Licia Terry
Director of Sales, Operations &Recruitment | Driving HR Solutions | Light Industrial , IT & Medical Staffing Consultant
Always end interviews on a positive note. But whatever you do , don’t make promises you can’t keep . The standard “ you’ll hear from us by the end of the week “ is devastating if one fails to do so .
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Yasmine Hamed
International Talent Hunter | Business & People Manager | Traffic Maestro | Human Resources
- Maintain Professionalism: Dress professionally, just as you would for an in-person interview. Ensure that your background and lighting are appropriate for a professional setting. - Ask Behavioral Questions: Use behavioral interview questions to gauge how candidates have handled situations in the past. This can provide insights into their problem-solving abilities and work ethic.
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Steven Musham
Introverted public speaker, accredited mediator, learning facilitator and diversity champion
Whether the conversation is face-to-face, virtual, over the phone, or on the back of a small elephant, the best practices apply. - Ask good open questions. - Understand your candidate's true motivations (it's actually only rarely about just money!) - Set out the process at the end of every conversation (what you'll do and what they'll need to do) Virtual anything is still dealing with humans. Don't change up your best practices just because the environment is different!