The Top Hiring Managers Checklist to Conduct Successful Remote Interviews
You must have noticed that with the lockdown in Malaysia, dynamic and forward looking companies are leveraging on the advantages of hiring talent right now.
However, traditional recruitment or hiring activities are replaced with digital and virtual alternatives. Although nothing beats face to face interactions in an interview for example, hiring managers and recruitment professionals are getting used to remote interviewing practices.
So, to help you conduct successful remote interviews, we came up with a checklist. Mind you that this checklist is not only particular to a lockdown, but rather for any remote interviewing situations.
Here is the checklist you can download for your easy reference:
1. Keep necessary documents at your reach
For your easy reference during the interview, keep important documents such as the candidate’s CV and application form easily available.
You will be able to open these files on your screen and ask relevant questions to the candidate during the call.
Easy access to these files will save you searching time and unnecessary anxiety during the conversation.
2. Check the functionalities of your hardware
We have all been there. A virtual meeting starts and we do not have either headphones, a working mic, a camera or stable internet connection.
To avoid this uncomfortable situation, try to conduct a mock call with your friend or colleague.
Make sure your equipment is working as expected and that the person on the other end of the call can clearly see and hear you.
3. Check the functionalities of your software
With so many virtual conferencing applications available, Zoom, Teams, Webex, and Skype to name a few, it can quickly become confusing which tool to use.
Simply pick the one that you are most comfortable with and familiarize yourself with its functionalities.
Search for quick tutorials on YouTube to become more comfortable on the software usage and practice with your friends or colleagues.
Regardless of what tool you choose, keep in mind the availability of functions such as video calls, file sharing and screen sharing. These functions are very important in remote interviews.
Also, make sure you know how to share a link to people you want to join your call. Test the links with others and check if they are able to easily access the virtual meeting.
It might be useful to share the links with people from outside your organization as sometimes certain applications only allow individuals from within your company to join the call.
4. Consider Your Environment
To provide the right first impression, it is important to take into account your surroundings.
Things like the room where you will conduct the interview, your background and your clothing.
Depending on the image you want to convey about your company, your environment will play a crucial role in forming that first impression.
5. Give candidates heads up on remote interview expectations
It goes without saying that candidates today expect transparency. So it is important to share information that will help them prepare for the interview.
The most basic is a detailed job description. Even if it was already communicated in the job ad, sharing a formal document with job details reaffirms what the role entails.
To get better understanding of candidate’s skills, share with them exercises, case studies or problems for which they will have to prepare solutions or observations.
Although the details of these exercises are very much role specific, candidate’s answers will give you a practical evaluation of their logical reasoning, problem solving, research and creativity skills.
Share with them the problem statement and set expectations of how you would like to get their feedback during the interview. For example, it could be a presentation, a word document, a design file, or lines of code.
Remember to send them a link to an online assessment if that is one of the requirements before the interview.
6. Prepare questions to address during the remote interview
This point is a best practice for offline interviews too but it is even more important for remote interviews.
Having a list of questions in front of you to address areas of candidate’s CV, presentation and specific role requirements will keep the conversation structured and on point.
This will also help in evaluating other candidates in a consistent manner and make better hiring decisions.
7. Share relevant links to join the remote interview
Before sending any links, check if they are working as expected.
Remember to share with the candidate the link to the call through email, a calendar invite and a messaging tool if possible.
For a better candidate experience, send them a YouTube tutorial on how to use the conferencing tool.
It will spare them and you the time having to figure out where the buttons are and what they do during the actual call.
Request the candidate to confirm that they have received the link and familiarized themselves with the application.
8. Be ready for disruptions
No matter how much you prepare, it is always possible to have hiccups right before or during the interview.
So be mentally and emotionally prepared for such disruptions and accept them as potential steps of the process.
Be prepared to think on your toes for fixes and allocate time for such situations.
9. Have alternative channels ready
When your initial channel of communication for one reason or another didn’t work, always have an alternative mode of communication. It could be a different conferencing tool or, if everything fails, a standard phone call might be sufficient.
Just ask the candidate to email you whatever materials they have prepared and walk you through the content over the phone.
10. Get recording consent forms signed
If you are planning on recording the interview, remember to inform the candidate on this procedure and work with your legal advisor to prepare a consent form for the candidates to sign.
11. Keep candidates updated on the outcome
Although not particular to remote interviews, this is nevertheless a very important step for a good candidate experience.
Remember that candidates talk to each other and even if you did not select them for a particular role, update them.
They will appreciate your feedback and will hopefully spread positive word of mouth about your employment process.
If you are finding it challenging to hire people now, we have a fantastic track record with candidates’ selection, onboarding and pipelining.
Get in touch today and our consultants will reach out to you with a free consultation within 24 hours.
2 April 2020
Mohammad Kashif - Senior Marketing Executive
Feroz Ghafoor - Talent Acquisition Lead