Continuing in our remote series of articles we discuss how employers can approach interviewing potential candidates remotely with confidence. We will look at solutions and considerations that will help overcome challenges when a business cannot conduct a traditional face-to-face interview. If you'd like to read more on the remote recruitment process please read our "Remote Onboarding" or "Remote Recruitment" articles.
Remote interviewing has slowly become more common over the last five years with the explosion of technology being introduced into the recruitment industry. The globalisation of business and the increasingly commonplace dispersed workforce means that it's not always possible to organise face-to-face interviews. The current climate has forced many businesses to seek new options when looking to plug skill gaps within their teams. Below, we look at the three core phases of interviewing potential candidates for a role.
This may seem obvious, but when an additional challenge is introduced into a process it's doubly as important to make sure you're prepared.
Prepare a set of questions for the role making sure you investigate their experience and attitude to working remotely. It isn't vital a candidate has experience working remotely but it will make their onboarding experience smoother.
Prepare the interviewing environment by ensuring you tailor your background and test the camera view before any meetings. Make sure that anyone who could potentially interrupt knows that you are in a meeting from the designated time onwards.
Ensure all parties know what to expect from the meeting. They should all know who is chairing the interview, sending meeting invites and know to be prepared at least five minutes before the video meeting commences.
There are several options available for remote interviewing including telephone, live video chat and pre-recorded question interviews.
If you are working outside of your candidate's timezone or would prefer to whittle down candidates before you commit your time to interviewing there are several solutions for pre-recorded interview questions but we suggest you start by looking at Spark Hire and HireVue.
If you're hiring for a technical role then often it's common practice to provide your candidates with a project to complete. This will give you a chance to see not just competence within the role but also how they react to working in a remote environment.
Discuss clearly how your business implements remote working, the systems you use and tracking solutions if you have any. Transparency is key to making sure everyone is happy when an offer is made.
Once you've decided on a final candidate. Make your offer "in person", organise a video call to welcome them to the team. You can use this opportunity to introduce them to any staff who will be part of their ongoing onboarding.
If you'd like to discuss the remote recruitment process further please do not hesitate to contact us at The Consultancy Group.