Guide: How to successfully recruit remotely and host a video interview
14th May 2020
As the pandemic has forced many companies to work remotely, this means adapting to remote interviewing strategies. Remote recruitment can be daunting for both parties, seem impersonal and the perception that it is harder to get a true understanding of a candidate’s experience, skills, and behaviours. This could be the right time to consider introducing behavioural or psychometric profiling assessments to your processes to provide a greater confidence in your decision making.
However, when you develop and plan a remotely recruitment process with the right tools that we will share with you, this can take a lot of stress out of the process and deliver outstanding results.
Variations of remote interviews
You could request pre-recorded one-way videos from you candidates. This could be a brief introduction video which the candidate(s) film on a device with a camera. Then this video would be sent as an mp4 file to you.
Pre-recorded with a third-party app
If you want something more structured, you could get candidates to answer questions you have pre-set. These could be questions to help your candidates stand out, such as ‘What’s your greatest strengths?’, ‘Why do you think you’re right for this job?’, depending on the job, make it relevant. Another way would be to pre-record a brief interview with a recruiter which can be sent to you for a review. You would need a third-party app to set up pre-set questions such as SparkHire. A time limit can be important if you plan to introduce a one-way step in the process.
Pro tip- If you cannot decide if you need this step or not, think about the role you are hiring for, layout the key points you want to establish and then write out a hiring flowchart. This will help identify whether your process is right or if you are wasting time and possibly candidates from a lengthy unnecessary process.
Live video interview
This is a real time interview with an interviewer, who interviews a candidate face-to-face on webcam. You can use a range of different providers for this facetime, Zoom, Skype, Google Hangouts, Google Meet or Sparkhire are some of the most common used. Some of these providers allow recording, but advise confirming with the interviewee that it is being recorded. If remote interviewing is new to you, do a trial run beforehand.
First impressions are just as important on a video interview as in person, remember you are representing your business when you are conducting an interview even if it is from your home. Ensure the interviews instructions are emailed in advance, have an appropriate backdrop setting, consider dress code and adhere to the allotted time for the interview.
Use your standard interview structure: introductions, explain the process & timings followed by interview and supplementary questions and time at the end for the candidate to ask you questions. Many of us are becoming increasingly proficient at video meetings, but your candidates may not – ask if they are familiar/comfortable using video.
Align with your team
Recording the interviews will help you get a second opinion from fellow management to figure out whether certain candidates are worth putting forward to the next stage or even for the final hiring decision. If you decide you’d like more than one interviewer in the interview, it’s important to delegate the interview between who is asking the candidate questions, it can be easy to interrupt people on video call, so be prepared.
Before interviewing candidates, ensure you know what the recruitment process is, if it’s a pre-recorded video, how will you send the questions? How will they record themselves? How will they send you the video? Where will you store it?
Consider giving a candidate a work assignment as a trial run to see what it is like in practice to have this candidate work for you remotely. Did they pick up the instructions quickly? Did they do the task as required? This can give you an idea of what the candidate is like when working remotely.
This would be something you would introduce at the end of the hiring process. This could be a great indication of the job performance of that candidate.
Keep your candidates engaged
It is also important to provide a structure of what the hiring process looks like to give the candidate an idea of how long they could be in the process before accepting a job offer. During lock-down, it is important to remain responsive and provide prompt feedback candidates.
In conclusion, as companies are having to adapt their recruitment strategies to a remote process, it is important that your remote interview process makes sense. Are you asking the right questions, is the process efficient, are you providing feedback in a timely manor and most of all, are you finding the right person for the job?
If you are overwhelmed by the number of elements to the remote recruitment process, we can help with our remote recruitment tool, Corvus Assured, which includes video interviewing, Key competency questions, Management alignment, psychometric testing and more, all on one platform. In addition, our team of expert recruitment consultants will guide you through this process and ensure only relevant and good quality candidates are in the process.
Let’s make this process as easy and efficient as possible.
If you need help with hiring the right person, get in touch today with our highly experienced team on firstname.lastname@example.org / 028 9091 8529
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