That’s probably for the better; monetizing a remote job board seems hard, considering how much demand there is compared to (good) offers. Remote Talent is free for candidates, so it won’t make money out of their eagerness. CEO and co-founder Job van der Voort said it seemed pretty obvious for someone named Job running a company called Remote to launch a remote job board. Perhaps because Remote has reached a point where this kind of initiative no longer feels like a potential distraction from its core business. Although this goes for all interviews, the importance of maintaining flawless communication becomes even more critical when it comes to remote interviews.
- I’m able to answer any questions you have on perks, benefits, growing your career here, and more.
- More than half of on-site workers and 42% of remote workers all wanting to work remotely more in the next five years.
- It allows them to be creative, humorous, and give background into their own lives.
- Of candidates think video interviews cause more stress than in-person interviews.
- If the candidate is presenting their portfolio or a detailed proposal, your video conferencing platform ideally needs to support screen sharing.
- Companies gain more than $270 million each year as a result of employees being more satisfied in their work due to flexible work options.
You have to pick a clean and isolated spot, devoid of any clutter or distraction. Experts advise against sitting next to the window due to the increase in disturbance and shift of the light towards the background rather than your face. Or in a room with people talking and disturbing the flow of the interview. When you’re hiring, it isn’t something that you do in isolation from the rest of the team.
Start by reviewing your current interview process
As well, great talent are likely interviewing elsewhere and could potentially be sitting on multiple offers. While the benefits of hiring remote are huge in value, filtering out hundreds, if not thousands of applicants is the main challenge. On this scale, traditional processes for candidate filtering just doesn’t apply. I’ve noticed some candidates approach virtual interviewing more casually than they would an in-person interview. I’ve talked to both employers and candidates who are generally pleased with the shift to virtual interviewing.
Whether or not the candidate gets the job, follow up with them in a timely manner to show that you respect their time, while also gathering strategic insights that improve your hiring. Share tips for establishing a relationship with a candidate, such as designating a few minutes for small talk at the start of an interview, and smiling and nodding to show interest. Look at the camera when you’re speaking, not the other person’s image, as tempting as that may be. Keep your voice calm and speak clearly, and smile when appropriate, just like you would in person. You want to put the candidate at ease and demonstrate that you’re engaged in the conversation.
Introduce and share your company culture
The remote interview is nothing but an interview conducted over teleconferencing. More than right or appropriate answers, the interviewers will examine your body language and communication skills. When interviewing remotely, it’s important that you provide multiple opportunities for the remote interview meaning interviewee to ask questions about your company and the role on offer. And always be prepared to give in-depth answers to possible questions. And in the case of a remote interview – where you’re reliant on technical platforms – you need to have a backup plan if something goes wrong.
We ask candidates to complete a take-home exercise, so we get a chance to see how people solve problems and approach your work. This exercise will be followed up with a 30 minute review call with the technical team. They will ask exercise-related questions and walk through a debrief of what decisions were made, and how they came to those decisions. Candidates then have a chance to ask questions of the technical team, and dig into how we solve problems and work together. Virtual interviews are job interviews that don’t take place in person.
How can we get old-school executives/upper management to be more open to virtual interviewing?
Take a few minutes to review your video platform’s tips on how to resolve lags and freezes, echoes and other common problems. A hiring freeze – whether it’s due to a global crisis like COVID-19 or internal company processes – is an uncomfortable situation. Since you can rarely say for sure when the hiring process will start again, it’s best to be honest about it and show empathy towards candidates. There are some nuances, though, when you hire candidates remotely, which means that you might need to tweak your interview process to make sure you hire the right people. If you have a remote interview, chances are at least part of it will take place on the phone or through video call. This is an easy way for your future employer or hiring manager to test your remote capabilities.
Like any regular interview, a remote interview requires you to dress the part. Formal attire might be the most appropriate form of clothing, but it isn’t always necessary. It’s also important to maintain a clear interview structure, rather than becoming sidetracked with unrelated conversations (simply because they seem interesting).
Provide Feedback
Reach out to whoever makes it to the last few rounds but didn’t make the final cut with a specific reason. With the amount of time and energy it takes to apply for jobs, the candidates deserve it. 94% of job seekers want to receive interview feedback but only 41% have received it before. Reference check
While many companies believe reference checks are outdated, many still use them to help move the needle from the ‘considering’ category to ‘hired’. While holding a stronger filtering system initially is definitely still held in high regard, capping the interviewing process off with a reference check to be used as a final confirmation is still valuable.
- Interviewing is a two-way street, and the best candidates are curious and prepared.
- Don’t assume the candidate is familiar with the video platform you’re using, even if it’s a well-known, popular platform like Microsoft Teams or Zoom.
- You don’t want the interviewer to see that you were only half-dressed.
- It seems that virtual interviews now provide much of the screening function that used to be fulfilled by resumes.
- Or, if it’s to be a series of interviews, in what order (and what time) they’ll meet the candidate, and what each team member will ask during their session.