While it makes sense for candidates to be challenged by a virtual interview, recruiters and employers need to up their games. Remote connections of all types will be expected by your target candidates. The process and the outcomes must be taken very seriously to win over most candidates and specifically the top talent sought.
The remote hiring process is a direct reflection of what work and life might look like in your company. With so many jobs being work-from-home or hybrid, the skills connecting will reflect on your work environment. If it is late, distracted or sloppy, candidates might assume that is your culture. Make a choice to be prompt, focused, and well-organized. The right candidates will value your effort.
Multiple rounds of Zoom interviews that are scheduled one at a time will likely have you and your critical job looking like an afterthought. Put a clear plan in place and make sure next steps and feedback are at the close of each virtual connection or very closely follow each encounter.
Your process needs to include content and questions that will help you identify the best candidate and not just the best virtual interviewer. Consider these interviewer tips:
A Standardized List of Questions
Everybody asks the same questions. Consider a forced ranking system if you are down to a limited number of candidates.
Limit Virtual Interviewers
When a candidate came to visit you could have many non-decision makers have 10 minutes with the candidate. That would make a virtual interview a truly horrible experience.
Be Clear on the Process
Make sure everyone knows the process and reconfirm the process with each candidate. Again, next steps and appropriate feedback are critical. Those steps set the expectation that needs to be delivered upon.
Stay the Course
Do whatever you can to stay on track and on time. If things start slipping, double down to get back on track. If you need to add a step to the process it should only be for finalists. Do not keep elongating the process because you don’t have the desired candidates; that will just waste time and gain your organization a bad reputation. Work your plan.
Remember, candidates want to be heard. Make the experience as relaxed but professional as you can. Draw people out and make candidates circle back until they truly answer the agreed upon questions. I would go as far as stating that I am taking notes and will be comparing thoughts with the other interviewers at a future date. Help me make sure your response is really the best it can be. I want you to be heard for who you are.
Your style may be different, not a concern, but do what you can to deliver a good outcome for your business and the candidates.