COVID-19 has rapidly transformed and interrupted how we organize and operate businesses.
In our effort to control the mayhem, we have been forced to adjust, become accustomed to the interruption, and do our best to carry on and perhaps, even flourish, in a new, challenging landscape.
Social distancing, virtual interviews, and remote working have become the new norm in every work process, including hiring. Job hunters, workers, and even industry leaders have no choice but to adjust these norms.
Are there great things to come out of this?
I would say a resounding yes.
Why opt for virtual interviews?
1. Enhances safety
The wellbeing of the existing employees, clients, and potential hires has become a prime concern.
Every company has a duty to ensure everyone is safe. With this in mind, why risk holding a workplace interview when you can easily do it online?
2. Time management
Scheduling in-person interviews are like trying to solve a Rubiks cube, especially if you are interviewing many applicants.
It includes finding a convenient time for those involved and then juggling the best personnel to sit and conduct the interviews. It can be demanding and lengthy for both the applicants and the managers.
However, with virtual interviews, recorded questions and a one-way video reduces the headache associated with the hiring process. It allows the applicants to answer the questions at their convenience, and once the hiring team receives the responses, they can review within their appropriate time and schedule.
In case the schedule never syncs up, the team can collaborate and leave notes through their online communication tools, pinpointing their preferred candidates. From there, it becomes easy to set up a video interview/virtual interviews and hold any further discussion with the shortlisted candidates.
3.Reduces small talk
During an in-person interview process, the candidate and recruiter usually engage in small talk. While this can become a well-thought-out way of knowing your applicant and putting them at ease, it can also become detrimental.
Virtual interviews cut down the time wasted on chit chat by keeping the interviewing process concise for everyone.
By conducting virtual interviews, the applicants dont have to commute to attend an in-person interview. Instead, they may record their interview questionnaire responses through videos and send them when most convenient.
Conversely, the hiring company saves money on printing candidates vitae, man-hours, and perhaps reserving an interview venue.
5.Makes interviews more consistent
In a real interview, the hiring manager may forget the most vital questions, ignore a particular point, go off track, and even disregard the candidates response. Therefore, each of the interviewing panels gets diverse responses from the applicants. It creates a biased outlook among the hiring teams, missing out on much-needed consistency for finding the right candidates.
Virtual interviews enable the panel to have absolute uniformity. They can set predetermined questions and compare the responses during the decision time.
Furthermore, its easy for hiring managers to review the candidate response with recorded video interviews more than once, getting a fresh opinion or perspective before hiring.
6. No geographical restrictions
Does the right individual for the job live on a tiny remote island? No problem.
Talent is not limited to a particular country or continent and, with an increasingly large number of people embracing a nomadic lifestyle to pursue personal goals, its becoming trickier for businesses to find outstanding local talent.
Sectors like healthcare, engineering, and information technology industries have opted to seek their preferred skills internationally. Dont be left behind. The world is your oyster.
Ways of Conducting Virtual Interviews
A job interview facilitates a hiring manager to identify the ideal candidate with the right skillset and outlook that fits with the corporate culture.
Virtual interviewing, just like the traditional sit-down method, requires planning.
So, how can hiring managers execute successful interviews?
1. Set up the interview queries
You most likely invested time and wrote a detailed description of your vacant position. Use the advertised post to establish the queries.
For example, to assess your applicant on communication skills, ask a specific question like how would you handle a bad online review?
Avoid using broad questions like what is your greatest weakness? With such, its hard to gauge and appraise the candidates.
2.Choose the ideal Virtual Interviews communication platform
A robust communication platform will guarantee the remote /virtual interviews run smoothly.
Decide on the ultimate video conferencing software for conducting interviews. You may use Google Hangouts, Skype, VidCruiter, Zoom, Spark Hire, and HireVue, among others.
For a seamless process, minimize surrounding distractions.
3. The Framework of the interview
The interview should have a well pre-planned structure to avoid confusion and time-wasting.
For example, decide each talent number of questions, topics to ask, and route to follow.
4. Learn about the applicants
This starts by checking out the applicants cover letter and exploring their online profiles, especially on LinkedIn.
Note any oddities, including employment history gaps, hobbies that may promote your team/business, and unclear functions in their earlier companies.
5. Be ready to respond to the questions
While the core aim of an interview is accessing the potential candidates value, youre also promoting your brand. The interview panel should be ready to give truthful answers about the firms operations, vision, and culture, to enable the candidates to make informed decisions.
In case there is information you cant answer or divulge, say so tactfully.
6. Legal rights of potential employees
Under federal law, the rights of employees start before they are hired. Employers cannot discriminate against job applicants based on their race, gender, age, pregnancy, national origin, disability, or religion. These laws apply whether you are hiring in person or online.
Employers must sensitize their hiring managers on anti-discrimination laws and ensure they strictly follow the law at every stage of the recruitment process from placing a job ad, to interviewing, to the final sorting and selection of the successful applicants. There is a host of questions that should be avoided, primarily, those that relate to the protected classes. These include asking for the applicants age, race, religion, sexual preference, whether the applicant is pregnant or intends to have children, marital status, among others.
To ensure that your organization is sticking to the right side of the law, you can get in touch with an employee rights consultant, who will expertly guide you on every aspect of recruitment.
Its time for business owners and hiring managers to become progressive in their thinking and change their interviewing strategies, approaches, and become accustomed to the new norm. Embracing these new norms will ensure your corporation hires excellent talent to carry out its mission while ensuring everybodys safety and wellbeing.