Guide to conducting virtual job interviews

Guide to conducting virtual job interviews

Having dealt with the COVID-19 pandemic for more than a year, businesses in Georgia that can implement remote work have embraced it as a cost-efficient means of getting things done. And since staff can work away from the office, it makes sense that both job applicants and staffing personnel can accomplish job interviews remotely, too.

However, since such interviews will be done outside of the office, the interview process will feel different — and this may throw off both the applicant and the interviewer. To prevent this from happening, implement these remote interview best practices.

1. Prior to the interview, assess applicants’ skills

No thanks to the adverse economic impact of the pandemic, there are countless people who are looking for jobs and submitting applications. To make the most of your HR’s time, have them create a live skills assessment test so that they can focus their attention on the most viable candidates.

Make sure that the test gives applicants a taste of what they’ll actually need to do on the job. Additionally, include questions pertaining to soft skills such as teamwork and conflict resolution. You’ll want to know if your potential hire can not only do the job, but will also fit in the culture of your company.

2. Be transparent about the evaluation process

Since remote interviews may be new to job applicants, they may feel ill at ease during the assessment. Those who would otherwise do well during in-person assessments may perform poorly, which will mean that your business will end up missing out on good workers.

To relieve the anxiety that such job applicants feel, relay to them how the entire evaluation process will go. Specifically, you’ll want to share the following:

  • How many rounds of assessments they will have to go through
  • What will be assessed in each skills test or interview
  • What technologies they will need at hand

This allows them to set their expectations and lets them prepare for each step of the process. Additionally, by setting applicants up for success, they’ll have a taste of the type of support they can expect to receive as employees. Furthermore, those who’ll find your process too rigorous will likely leave, so you’ll be left with people who really want the job you’re offering.

3. Communicate with job applicants every step of the way

Make a good impression on applicants by sending them updates as they move along the stages of the evaluation process. In these trying times, people don’t need the extra stress of being left hanging and not knowing if they should still pursue a job opportunity or focus their energy on another one. By showing them candor regardless of what the assessment result may be, they’ll feel that their time and effort are appreciated.

4. Give applicants your undivided attention

Your interviewers may be working from home, which means that there may be many things that may distract them. Their phone might ring, or a package delivery might arrive at their doorstep, or their kids may just walk in and disrupt the interview.

To prevent such distractions, teach your evaluators to talk with other household members about protocols during scheduled interviews, such as keeping voices low and staying away from the home office.

Additionally, interviewers must set their phones to silent and turn off notifications. Last but not least, before commencing any voice or video chat interview, they must always do sound, video, and internet connection checks to ensure that the interview will go as smoothly as possible from a technical standpoint.

5. Let successful candidates get to know more about your company virtually

Prior to extending job offers to successful applicants, HR normally shows them a glimpse of the company’s culture and sometimes lets them talk with office staff. However, doing company introductions this way is practically impossible in remote setups.

Instead, replicate the experience by sending them a branded welcome package. Here are some things you might want to include in it:

  • A virtual tour of the main office (if that is where staff will primarily work eventually)
  • Highlights from the press
  • A brief message from the hiring manager, which normally tackles what they expect of their new hire
  • Employees’ testimonials about their experiences while working at the company

The point of this welcome package is to get candidates excited about working for you and therefore accept your job offer. This is easier said than done, considering that your would-be remote hires might not get to experience new environs or encounter new teammates face-to-face.

Whether it’s for doing remote job interviews, collaborating with people all over the world, or keeping data and apps accessible to distributed teams, great IT is what you need. To get the tech that best suits your business, talk to our IT experts at Athens Micro. Schedule a FREE consultation today.

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