How to run a remote interview

Darren Burns, Operations Director at Morgan McKinley, has put together the following tips and advice to employers holding video interviews.

Retraining in your 50s

 

How can you effectively run a remote interview, via video conferencing?

While plenty of organisations have been set up to function with a remote workforce for some time, one particular aspect remains where a face-to-face meeting is often preferred in many industries: the interview process.

This preference is not necessarily valid anymore, with vast technological advances allowing for remote interviews to be successfully conducted from afar. Darren Burns, Operations Director at Morgan McKinley has put together the following tips and advice to employers holding video interviews.

When you embrace the technology and have the interview arranged, there are a few important considerations for those who will be doing the interviewing to ensure your remote interviews remain unhindered, free-flowing and are a great success for both parties:

Video conferencing

Use high-quality video conferencing facilities when conducting remote interviews – make sure to have an audio back-up in case the technology fails.

Lay out some ground rules

Set out an ‘etiquette’ at the start of the conversation – mute when not speaking, ensure no background noise and no visual distractions etc.

Structure

Allow time in your schedule for an icebreaker and introductions at the beginning of an interview – structure is even more important when interviewing remotely.

Question patterns

Ensure your question pattern is well prepared – the interview flow can easily become disjointed as a result of poor questioning.

Company culture is important

Always include a discussion about company culture – it’s just as important when hiring remotely.

Provide some background

Send your interviewee links to any company videos or social media pages in advance so they can build an understanding of what it would be like working for your company.

Temporary contracts

Employing contract or temporary staff de-risks the hire where a face-to-face is not possible and makes a single interview process a credible platform.

Paid trials

If the candidate is open to it, offer a paid remote work trial to let them prove their capability of working remotely.

Follow up straight away

Build an extra 10 minutes into your calendar for when the remote interview concludes so you can discuss next steps internally and move forwards with hiring decisions.



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