Client newsletter | Virtual recruitment | 24/04/2020
As we find ourselves in the midst of a hugely challenging period, the way in which companies recruit is set to change so this week we have focused on virtual recruitment and how to make it work for both clients and candidates.
Many companies are reassessing how they conduct candidate interviews. In many cases, this means transitioning from in-person interviews to virtual ones.
For some recruiters, video and telephone interviews are familiar and their companies have established videoconferencing capabilities. For so many others, this is new and their companies are quickly adapting to new technologies and adjusting traditional ways of doing work.
Whether you’re a video-interviewing veteran or a virtual novice, consider the points below gathered from our own experience coupled with recent articles we have found to be very useful….
Telephone interviews
Telephone interviews are a great way to screen applicants before a video or eventual face to face interview.
Telephone interviews have a lot of advantages, they are fast, easy to arrange and arm you with just the right level of information to begin whittling down your applicants.
Of course phone interviews present challenges too. Mostly arising from the fact that you can't see the person you are talking to.
Keep things simple...They are intended as a screening measure to decide who to invite for a face-face interview. Simple questions are the best policy with a few relevant questions.
Candidates can often be nervous, which can make for an uncomfortable conversation where you fail to get the insight you need on your candidate. Put interviewees at ease by introducing yourself, explaining how long the interview will last and telling them how it will be structured.
What type of questions should you ask?
The lack of visual interaction means that phone interviews are not suited to complex questions that require lengthy answers although of course, you want your candidates to be thorough with their answers
Questions should be geared to finding out more about the applicant - expanding on the information supplied on a CV and cover letter and assessing whether their professional experience is suited to the role.
Video Interviews
1. Set a process for how interviews will be run and communicate clearly and thoroughly with your teammates and candidates
As your policies and procedures change in the face of coronavirus, make sure you and your talent acquisition teammates are all on the same page about how you’re going to conduct interviews moving forward.
2. Line up the necessary technology and give it a test run
There are many reliable options on the market: Zoom, Skype, Cisco Webex Meetings, BlueJeans, Microsoft Teams, and Google Hangouts Meet are some of the most widely used platforms.
To minimize technical hiccups and maximize candidate experience, do a video test run before your interviews.
3. Put your candidates at ease by sharing expectations, timelines, names of interviewers
During times of high stress and uncertainty, don’t hesitate to over communicate. Once your candidates know that their interviews will be done via videoconference — and why — reach out to them and give them a rundown on the details of their interviews, just as you would if they were coming in to talk to people onsite.
4. Choose a clean, quiet, and well-lit space for your interviews
To reinforce that you’re taking this interview as seriously as you want the candidate to take it, make sure you find a spot that is clean and free of anything distracting in the background. Pick a quiet space that will allow you and your candidate to communicate clearly and, as much as possible, without interruption.
5. Practice a compelling (virtual-only) company culture pitch
One of the challenges with video interviews is that your candidates are not going to have a chance to walk around your office space and campus and get a first hand glimpse of your company culture. To compensate for that, spend extra time preparing a compelling culture pitch.
6. Be every bit as professional — and personable — as you would be for an onsite interview
It’s important to signal to every candidate that the video interview they’re about to have is every bit as important and serious as an in-person interview would be.
Take notes — not only about what the candidate says and how they behave but about the process. Jot down reminders about what is working and what is not.
If the dog barks or the phone rings, candidates should not be penalized. Life is sometimes hard to contain, particularly when spouses and partners may be working from home and children may have had school cancelled.
7. Follow up with a thank-you note, a request for feedback, and any next steps
When finished, follow up with a thank-you note to the candidate for being adaptable and for giving up their valuable time to speak with your team.
If you haven’t done many video interviews, you might also want to ask the candidate for feedback about the process — How did it go? What worked? What could still use some tweaking? This will give you a chance to elevate your candidate experience.
Finally, use your post-interview note to tell your candidate about next steps. Let them know if they’re no longer in consideration or to let them know they’re a finalist and may still need an additional interview, assessment, or background check.
Final thoughts: Videoconferencing gives you a chance to keep hiring world-class talent
While videoconferencing can be a substantial switch to your recruiting process and may make showcasing your company culture a bit more difficult, it can also be an effective way to keep candidates engaged and move them through the hiring pipeline, quickly and safely.
A well-executed video interview allows you to deliver stellar candidate experience by showing the agility, flexibility, and empathy that are the hallmarks of a strong company culture.
