As companies scramble to fill a record number of job openings remotely, the internet is awash in tips for candidates seeking to stand out from the crowd while confined to a Zoom box. It can be harder to build a personal connection with someone when you’re not meeting in person. And some companies will even pay for your Internet and phone expenses. With a remote interview, there are fewer expenses for both the company and the candidate. A remote interview also allows the company to interview people from all over the world.
As more employers realize the benefits of hiring virtual employees, remote interviews have become increasingly prevalent. Consequently, when hiring remote employees, business owners, hiring managers, and recruiters are remote interview process faced with the challenge of optimizing their remote interviewing approach. Although nearly all managers have participated in online meetings of some sort, not all managers know how to conduct a remote interview.
Remote Interviews: They’re Not As Difficult as You Think
As any hiring manager knows, an interview (whether remote or in-person) will reveal much more than an interviewee’s answers. It will ultimately showcase a person’s communication skills and ability to think on the spot. If you’re new to remote interviewing or simply want to improve your hiring process, read on. If you’re looking for a remote, hybrid, or flexible job, Remote can help.
- This makes it more difficult to communicate and as such, it’s important that you listen actively to what the interviewee is saying.
- To learn what they are and how to answer them, check out our article.
- The goal of this interview is to introduce Dribbble from a People Ops perspective, share more about our team culture, and the remote work process.
- If you really can’t connect, email the candidate to reschedule.
Recruiters were more or less limited to a specific area and could potentially miss out on great candidates due to geographical restraints. Remote work requires additional communication touchpoints to help keep employees engaged. Employees need to remain in touch with one another more or less as easily as they were able to in an office.
Candidate Filtering
Like any job interview, a remote interview is a two-way conversation. Give candidates enough space to ask questions – actively encourage them to ask. If you want to ensure recruitment continuity even when it’s not possible to meet face to face, it’s time to improve your remote interviewing process.
Share the names, titles and LinkedIn profiles of everyone from your company who will meet the candidate. Also provide an agenda that makes clear whether everyone will be on the call for, say, one 60- or 90-minute interview, or if there’ll be a series of 20- or 30-minute one-on-one meetings. https://remotemode.net/ It’s also important to maintain a clear interview structure, rather than becoming sidetracked with unrelated conversations (simply because they seem interesting). When this occurs, it interferes with the goal of the interview and diminishes your ability to accurately assess the candidate.
