The Keys to the Virtual Interview

Posted by: Alex Lopez on October 24, 2017 — GET FREE UPDATES OF NEW POSTS HERE

The concept of a virtual interview has gained a lot of momentum in a short period of time. Not only does it enable recruiters to streamline the interview process, it saves money because candidates don’t have to fly in. This means there’s opportunity for your company if you know how to fully harness the power of the virtual interview.

 

Choosing a Platform

The technology you use will heavily impact how successful you are. Many companies opt for basic platforms such as Skype, FaceTime, and Google Hangouts. These are free and should be sufficient if you’re interviewing on a small scale.

However, you may want to look into more comprehensive platforms that cost money but have more robust features. For instance, some platforms offer:

  • A pre-recorded interview system
  • Branding display for more of a professional feel
  • Real-time skill assessment
  • Interview analytics
  • Applicant organization features

If you plan on doing these types of interviews on an ongoing basis, it may be worth the investment. This resource from Capterra offers reviews on some of the top virtual interview software.

 

Set Up

Address a few factors before meeting with a candidate digitally. For starters, position your webcam at eye level so that your head and shoulders are included in the frame. Sit in a quiet environment that’s void of distractions. Be sure that the location is organized and that you’re dressed professionally. After all, it’s just as important that you make a positive impression on a candidate.

Gather materials such as a candidate’s resume, cover letter, portfolio, etc. and have them with you before the interview commences. If you need to access online resources, open the necessary tabs ahead of time.

 

Objectives

The vast majority of recruiters use a video interview to filter promising candidates and narrow it down to a few of the most impressive. Therefore, your main goal is to determine:

  • Whether or not they have the skills and knowledge needed for a position
  • If they’ve got the work ethic, soft skills and other intangibles you’re looking for
  • If they have a personality that will mesh with your company culture

Knowing your objectives will dictate the types of questions you ask and your overall approach to the process. Generally speaking, you don’t need to get highly detailed with your questions. Focus on the questions that will give you a good feel for a person’s professional qualifications.

You can always follow up with additional questions in the final round of hiring. Remember to veer away from anything that could be deemed discriminatory just like you would with a traditional face-to-face interview.

An OfficeTeam survey suggests that 63 percent of employment interviews are done via video. This is definitely a medium to consider. Achieving success with it boils down to finding the right platform and taking an organized, systematic approach to the process.