Remote hiring: How to set up a smooth remote interview process

Video conferencing technologyenables hiring managers to ascertain more important details by viewing their interviews directly, as opposed to traditional phone interviews. It has also been proven that most interpersonal communication is nonverbal. Consequently, the body language of a candidate can reveal whether they are confident, goal-oriented, and focused – or indeed, whether the candidate might actually be bored, insecure, or nervous. Remote interviewing does not necessarily mean the job itself will be remote. Organizations may choose to conduct remote interviews for efficiency reasons, but the successful candidate will be expected to work onsite.

remote interview process

To attract the best talent, hiring managers need to implement a structured recruitment and interview process. Only then can they consistently build their talent pipeline and attract the most exceptional talent to their organization. Video platforms including Skype, Meet , and Zoom are excellent choices to conduct a remote interview. Based on your company’s remote interview process budget, this will help you to decide which is the best software to utilize. Also, remember to always test the software before commencing a remote interview. This will assist you to better understand the technology and choose a platform that matches your needs. If you’re new to remote interviewing or simply want to improve your hiring process, read on.

The Remote Hiring Process

In the present business climate,online assessments are more important than ever. When conducted correctly, online assessments enable businesses to quickly narrow down their candidate pool. If you’re unable to formally meet candidates in person, it’s pivotal to assess potential hires for the skills and competencies they need in a remote setting. If you or the candidate are working from home, a common issue that can arise is bandwidth. If multiple people are online in a house at the same time, this can occasionally cause delays with video conferencing tools.

remote interview process

As a result, they’re more likely not to recommend your company to other people, which leaves a bad mark on your brand. Also, don’t be afraid to ask for the opinions of the recruits so you can improve the experience. Control your time and budget during the interview process with TimeCamp – sign up for free! While smallish mistakes will go unnoticed, those bigger ones may negatively affect the budget and even the entire business.

Set remote HR team

You can use tools like Zoom, Google Meet, Skype, or GoToMeeting to conduct them. If you aren’t familiar with the selected tool, then test the system before holding a remote interview. Working through these bugs in advance decreases the likelihood of tech issues during the interview.

  • Screens may separate us, but that shouldn’t dehumanize the experience.
  • To run live video interviews with candidates, you can use popular tools such as Zoom, Google Hangouts and Skype.
  • One of those steps is making sure you’re compliant with global laws and regulations for countries where your employees live.
  • When you want to evaluate candidates, beyond written assessments, you can use virtual whiteboards that facilitate interaction, such as FreeHand and Zoom Whiteboard.
  • When the remote interview is over, continue leveraging technology to gather additional information about the job candidates.
  • Along with the schedule of tasks to complete before and after the actual interview, you should also prepare all the documents you might need in the process.

After the conclusion of your remote interview, ensure that you explain to candidates the next step in the process. Ask the candidate if they have any final questions and thank them for their time.When it comes to providing feedback, never leave candidates waiting for weeks – or indefinitely – with no answer. Be open in sharing stories and examples of what you mean by your culture – don’t just state the values that you expect your team members to hold. This will help candidates to internalize your words into tangible actions. For example, if one of your company’s values is ‘constant improvement’, show real examples of how that is demonstrated in your culture. To showcase that specific value, you could highlight an employee who has grown with your company – both professionally and personally. Likewise, you could share an example of a team-building event that facilitates both shared learning and camaraderie.

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