Tips for Conducting Virtual Interviews
By Jennifer L. Hipple, Consultant
It’s no surprise that the pandemic has caused us to change how we go about our work. When it comes to the hiring process, we know that for the health and safety of all involved, it just makes sense to conduct virtual interviews whenever possible. If you’re not sure how to get started, don’t worry, we’ve pulled together some tips for you. If you’ve already been doing virtual interviews, perhaps there’s a nugget here that you can add to your interviewing protocols.
1. First steps
First of all, you’ll need to determine the software or program you want to utilize. The most popular ones include Zoom, Gotomeeting, Skype, and Google Meet. Test a couple to determine which ones will work the best for you and your team. Do a couple trial runs to measure ease of use and reliability.
2. Email a virtual invite to the candidate
Reach out to the candidate to let them know that your organization utilizes virtual interviews. Let them know which software platform you use and ask them if they can access it. Send a virtual invitation with the link and login details. Include the time (be aware of time zone differences), day, format, and length of the interview. Share the names, titles, and LinkedIn profiles of each person they will meet. Provide the candidate with a phone number to reach you in case they have trouble logging on.
3.Testing 1-2-3
Every so often something will go wrong with the technology. Make sure your Internet connection is strong, particularly if you will be interviewing from home. Again, doing a test run before conducting interviews will save you headaches and embarrassment later. If you will be sharing your screen, test that feature ahead of time.
4. Quiet please
Choose a quiet place to conduct the interview. Put your phone on mute. Be mindful of what’s in your background. Take a look at your lighting to reduce shadows or hot spots. Be forgiving if during the interview, “life” creeps in on the candidate in the form of a barking dog or a child wandering into the room.
5. This is the new normal
Consider that virtual interviews will be the norm for quite some time to come and treat them just as you would an in-person interview. If you will be conducting the interview with others, determine who will start the interview and make the introductions. Each person on the panel should know what questions will be asked and who will ask them so that there is a smooth flow to the conversation. Be sure to allow the candidates to ask questions, too. Take time to go over the expectations of the position with the candidate and talk about the organization’s culture, mission, and values. Share with the candidate what they can expect as next steps.
6. The follow-up
In the next day or so, send a thank-you note to the candidate and ask for their feedback on the process. This provides you with an opportunity to improve on the interviewing experience. Ask them how things went from their perspective: Were there any technical issues? Were they able to clearly hear and understand everyone on the call? This is also the time when you can let them know if they are a finalist and what the next steps are. If not, you can thank them for making the time to interview with you and wish them well in their endeavors. This personal approach bodes well for your organization’s brand and culture.
Doing a virtual interview may be new for you as well as your job candidates. As with anything new, there is a learning curve. Just take a deep breath and remember that we’re all doing our best to adjust to these changing times.