How to Ace a Remote Interview

As more and more people opt to work remotely, video interviews conducted over the internet have become an increasingly important part of a company’s recruitment strategy.

With the rise of telecommuting, online interviews have become an integral part of successful hiring practises. InVision, Gitlabs, and Toptal, to name a few, are just a few examples of great companies that have been hiring remotely exclusively for years, demonstrating that remote interviews can be just as successful as in-person ones.

Consider the candidate’s perspective when planning for a remote interview and see if your company’s traditional interview process can withstand the “virtual interview stress test.”

Before the Interview

1. You should flood the candidate with messages. Candidates should always be informed in writing about the interview process, but this is especially important for remote interviews. It’s ideal to have a dedicated page on your career site that explains the interview process, but if you don’t have one, at least be clear about the format of the interview, any materials the candidate will need, and how they should prepare for it.
2. The second step is to send meeting invites to candidates with details about who they will be meeting with. Including everyone in the process by sending out calendar invites is a great way to ensure that everything goes off without a hitch. It is important to provide the candidate with as much information as possible prior to the interview, including the names, roles, and profiles of the interviewers.
3. Third, have patience with applicants and try to make your requests as straightforward as possible. To ensure the candidate is prepared for the video interview, send them detailed instructions on how to set up any necessary software or accounts in advance (such as Zoom or Skype). This will make the process easier on everyone involved by alleviating their fears and concerns.
4. To replace company apparel, stickers, and other items that might have been given to candidates in the past, some forward-thinking businesses have found ways to offer e-items like audiobooks or other schwag. Even though it’s a minor detail, it can be a huge selling point in competitive job markets where qualified applicants are hard to come by..

During the Interview

1. You should take a few moments out of your day to meet the candidate. First impressions matter, so it’s best to put your best foot forward at the outset of any interview, whether you’re meeting with a hiring manager or a member of your recruiting team..
2. Take breaks as needed during the panel discussions. This is a crucial piece of advice, especially for distant interviews. Schedule breaks just as you would for regular in-person interviews when scheduling multiple back-to-back interviews.
3. Have your interviewers set themselves up to succeed by preparing them to go above and beyond. Some people find video interviews to be uncomfortable. It’s just as important to get past any initial awkwardness and into the meat of the discussion as it would be in person. Facilitate a positive candidate experience by training remote interviewers to be extra kind and patient.
4. In other words, don’t be afraid to end a conversation early. Don’t be afraid to end the interview early if it’s not going well, but make sure you do so in a positive and helpful way.
5. Repeat the following procedures. When speaking with a candidate, it is important that the final person on the call restate the next steps, even if this requires the recruiter to rejoin the call.

Post Interview

1. One, give instantaneous feedback on what you’re experiencing. To facilitate collecting candidate feedback, Clara can automatically send Scorecards and Feedback forms if you’re using Clara Panels.
2. The interview panel should get back together as soon as possible.
3. Feel free to solicit the candidate’s opinion on the selection procedure. Keep in mind that they are interviewing you at the same time!
4. As soon as a decision is reached, please notify the applicant..