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. Video conferencing technology enables 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.

remote interview process

While choosing an appropriate location for your remote interview seems straightforward, it’s often overlooked. Whether it’s a video or phone interview, your setting should be as quiet as possible. Not only will this reduce background noise, but it ensures clear communication. And with statistics showing that 79 percent of employers are now conducting video interviews, it’s a process that’s showing no signs of slowing down. Fundamentally, a remote interview is  an interview that is conducted virtually or over the phone rather than in person.

Questions for remote interviews

Thanks to video conferencing tech, we enjoy instantaneous, global connectivity. But for all its merits, communicating through screens has certain drawbacks. Prepare all your questions beforehand, comprising situational, open-ended, and behavioural questions.

Many businesses use VoIP phone systems to ensure calls made to external numbers, such as interviewees, are always from the company’s professional phone number. One strategy for creating a healthy interview rhythm would be to conduct a round of one-way remote interviews, screen them, and then conduct live video interviews. Fortunately, one-way interviews during the screening process can make it easier to catch a break by allowing you to find the best candidates before moving to a live remote interview phase. For live remote interviews, however, you should develop a document to standardize the process and then train yourself to avoid distractions as you guide interviewees through the questions. Note how in this scenario, tests for hard and soft skills are integrated into both types of interviews, both pre-screening and live.

Find professionals who connect with your mission and company.

Maintain the same level of professionalism as a face-to-face interview. Wear the appropriate professional dress, clear clutter from your desk, and ensure the suitability of the background, particularly if you are interviewing from home. Prior to the interview, you should also inform the candidate who will be attending the interview and the specifics of what they’ll be addressing. Share which members of your company will be joining, their roles within your team, and what they’re likely to assess during the interview. At the very least, you should have the candidate’s phone number and email address readily available.

And just as for an in-person interview, the conversation shouldn’t drag on for ages. Instead, recruiters should set a clear timeframe for the interview, usually not longer than 30 to 60 minutes. Hiring is a critical component to the success of any growing organization, and employees spend countless hours interviewing potential candidates to find the perfect hire.

Virtual interviewing tips for hiring managers

The keys to preparing well for a remote interview are pretty much like a standard interview. Yet, there are differences, and you can refer to your notes and have a glimpse of reference, which is not the case with regular interviews. But to make sure that you don’t have to steal glances of your notes, research, and proper preparation by following the points mentioned above remote interview meaning becomes vital. Although this goes for all interviews, the importance of maintaining flawless communication becomes even more critical when it comes to remote interviews. Apart from a stable internet connection, you’ll have to know when to speak and when to listen to the question carefully. The worst you can do is start talking simultaneously as your interviewer.

  • The key to winning is embracing the paradigm shift from talent acquisition to talent attraction.
  • Disagreements are inevitable, so knowing how to navigate and defuse misunderstandings before they get out of hand is an incredibly important skill—especially when you’re part of a remote team.
  • Meeting the candidate face to face, albeit over a screen, is infinitely better than just having a phone call, as it allows you to gauge various non-verbal cues (more on that in point 6).

All the documentation that will be needed during the remote interview process should be saved in a separate folder for easy access, together with an onboarding checklist for new employees. Another challenge which is unique to online interviews is that it’s a lot more difficult to get to know the candidate properly without meeting him or her in person. That is because many of the non-verbal cues that provide information during a face-to-face conversation are missing in virtual encounters. We’ve all heard stories of people getting away with doing their professional remote interview in their underpants and a nice shirt. But don’t be that person because we’ve also heard the stories of interviewers asking the candidate if they wouldn’t mind standing up or the doorbell ringing, forcing the interviewee to stand up.

How to prepare for a remote interview

This one is critical because you’ll need your remote staff to be able to help themselves, to some extent. If they are unable to resolve routine hardware and software issues on their own, they might overload your support channels, reducing productivity and increasing the workload for other staff. You’ll want to get a feel for how the candidate solves problems and deals with a lack of instantaneous resolution. A strong answer is one that displays both honesty and problem-solving initiative.