How to conduct successful interviews for remote talent

With so many of us working from home and remotely, many hiring managers are experiencing a different interview process to what they’re used to. There’s no doubt that conducting remote interviews is harder than face to face ones. For starters, it’s harder to get that initial first impression right, and between dodgy internet connection and external noises, sometimes being heard at home is a challenge in itself.

However, there are some steps you can follow to ensure that conducting remote interviews goes to plan for you and your business. Here’s our take on the rules of running a remote interview to ensure that you get all the information you need to pick the right candidate.  

Our Remote Hiring Process

As experts in remote hiring, we have a process that is pretty much foolproof. Take a look at the steps we take when we hire remote talent and the ways that we nail the interview process.

• The first step is identifying talent who ISHIIR believe are suitable for their organisation.
• Once identified, assessments are then undertaken to see whether the potential candidates meet the value and culture of the organisation and have the required skills for the specified role. 
• These are accompanied by interviews online, whereby both parties are able to show their personalities and showcase their talents. These interviews seek to assess both the fit for the role and the culture fit.
• Once this is achieved, a review of the candidates is undertaken, and the top grading performers are offered a position at the organisation. 
• The candidates who accept the offer and are successful are then onboarded into the organisation remotely.

On an average, our entire hiring process takes about two weeks with multiple levels of discussions. We keep the candidate informed throughout the process.

General Tips For A Successful Remote Interview

Aside from our remote interview process, there are some top tips that you will need to follow on a more general level to conduct a remote interview. These are more straightforward, but essential to engaging your remote talent.

Make sure your internet connection is strong

There is nothing worse than trying to ask a candidate interview questions and them not being able to hear you. In a normal meeting you can get away with missing the odd word here and there because you already know what’s going on, however if you potential new hire can’t hear you it could really impact a.) their impression of you and b.) how well they’re able to interview.

Ensure that your candidates put their best foot forward and are able to showcase their skills and talents without being broken up by a dodgy internet connection. 

Prepare your questions beforehand

Many hiring managers think that because they’re behind a screen they can get away with not prepping their questions – wrong! If anything, remote interviews rely even more on good questions being asked to build that connection and assess how well the candidate will fit in your remote team.

Prepare your questions beforehand and do your research on their background, check out their LinkedIn profile,  and qualifications so that you can spend more time asking them the more important questions about their character, their accomplishments and what they’re looking for from the role. Your questions need to be able to grasp whether your candidate is going to be a good fit for the role and the company, as well as how their personality will match the team.  

Practice active listening

We’ve all been there when you’re on a video call and it’s unbearably boring because the person on the other end looks like they might nod off at any moment. Avoid boring your candidate to death by practicing active listening.

This includes things like asking lots of questions, nodding, gesturing and smiling or laughing to make your interviewee feel comfortable. The goal is to keep them engaged and ensure that they get a good impression of you and your business as one that is active and exciting.

Have a team of interviewers

Normally, when interviews are carried out face to face, a candidate will interview 2-3 people before getting the job. When we conduct remote interviews, we don’t always have this luxury as finding a time that suits 3-4 remote workers can be harder, so often hiring managers won’t bother.

To avoid making mistakes, having other interviewers to give their opinion is essential. Set up calls that suit your colleagues calendars and ensure that you get another opinion on your potential great new hire.

Communicate a timeframe

When candidates interview remotely, it can be easier for them to forget you and move onto the next interview. This is especially true in COVID when jobs are harder to come by and candidates are already less engaged.

Communicating a time frame will allow the candidate to plan ahead and stay open for your offer if they really liked your role and company. Email them with check in points letting them know the next steps and what they can expect from this interview process. By ensuring that they know you care and are deliberating their application, you will help to keep them engaged. 

Want more remote working tips? BorderlessMind helps create remote teams made up of the top talent in the world. We want to help you create a remote culture that works for your business, and we have the tools and know-how to do so. To learn more, call us today to start your free trial.