An online interview has some of the same etiquette as an in-person interview, but with the added advantages of technology.
Here are some steps to take and things to factor in when designing your online interview process.
1. Determine where in the hiring process to use an online interview
For most recruiters, the most challenging part of using an online interview platform is determining how and when to slot this tool into the hiring process.
Online interviews can replace the phone and résumé screen, be used before the in-person interview or replace the final in-person interview. Any or all of these steps can be conducted remotely using the right online interviewing software.
Deciding to conduct digital interviews is an opportunity to rethink your hiring process. Traditionally, an interview is held at the very end of the hiring process. But by moving an online assessment to the beginning of your process, it means you can quickly identify applicants with the right skill set to progress to the next stage.
2. Find the right tool
A challenge to remote interviewing is making sure the technology is easy to understand and widely accessible to remote candidates. Find a tool that does not involve extra equipment (like a webcam or microphone) or a complicated download process.
The best online interview tools work over WiFi and can be used on a mobile or desktop device.
Just because you are using an online tool does not mean your candidate experience needs to suffer.
Ensure the platform or tool you use for digital interviews is customisable to your brand.
With a flexible tool, you can create an online experience that is reflective of your employee experience and help avoid damaging your employer brand.
3. Design your questions
Ultimately, this is the most critical step in your online interview. You may have all the other factors in place, but if you have not prepared your questions accurately, the interview will not be useful for either party.
Whether it is a pre-screening interview or a first round, your questions should reveal relevant information about the candidate.
You will have a better chance of your key decision makers buying into your choice of platform if you consult these stakeholders as you develop questions.
Think in terms of business outcomes – you need to select the best person to fit into the team and deliver on the job.
Consult people within your organisation: what do they need in a new hire? How would they assess this person? What skills are meaningful to the role? Refer to the job description to craft questions that are relevant to the open role.
In addition to testing their skills, ask about a candidate’s past work experience, challenges and strengths, as well as their goals for professional development.
To gain an understanding of their personality, be sure to include questions about their preferred management style, their ideal work environment and their highs and lows from previous experiences.
4. Be mindful of timing
If you are casting the net to international applicants, you need to be mindful of time zones. You must mark the time zone when scheduling the interview, so all parties are on the same page from the get-go.
Give candidates participating in a one-way or pre-recorded interview plenty of time to go through the questions and answer thoughtfully.
If you choose an always-on chatbot, make sure there is a procedure in place to respond to questions and confirm receipt of applications that come in while your team is offline.
5. Keep it professional
It is important to treat an online interview with the same level of respect as an in-person interview.
It is easy to assume that it is more casual because the candidate is not physically in the office but, if anything, an online interview should be more intense.
Treat it with the same level of professionalism as you would an in-person interview.
This article first appeared in Vervoe. At Vervoe, their mission is to fundamentally transform the hiring process from mediocracy to meritocracy.