As remote work becomes the new norm for many companies, adjusting the hiring process accordingly is critical for all employers. Mehul Patel, CEO of Hired, provides a framework for executing a successful remote “onsite†interview, which is the trickiest element to do digitally.
In our latest Brand Health Report, we found that 65% of tech workersOpens a new window are open to working 100% remote, and because of the COVID-19 pandemic, that’s now become a reality for many.
As companies grapple with how to move their operations completely online (assuming they’re lucky enough to have that option), one element that becomes particularly important is establishing a process for remote hiringOpens a new window .
Since many companies already conduct some interviews by phone, the majority of their efforts should be spent on designing an exceptional “onsite†interview experience. That’s what we’re going to explore today.
3 Critical Steps for Remote Onsite Hiring Success
With these three critical steps in mind, you will be able to easily ace the remote “onsite†interview process.
1. Plan for success
The first phase of designing a remote onsite is determining the logistics, which starts with deciding what video conferencing platform to use. Once you decide what software to use, plan to conduct every interview in the same “room.†This means using the same meeting link for every interview, which creates a more seamless experience for both the interviewer and the candidate.
The next step is to designate one member of the hiring team to serve as a single point of contact during the entire interview process. While the candidate will likely speak with several members of the team, they must have a dedicated person to answer questions or address any technical issues that may arise during the process. This individual should also serve as a liaison between the candidate and the other members of the hiring team, frequently checking in to ensure every person is set up for success.
From there, it’s important to align on questions and evaluation criteria for joint and group interviews. Interviewers should do a mock interview where they determine who will ask which questions and who should be the first to respond to questions from the candidate. Taking the time to prepare as a team helps the interviewers avoid talking over each other, which can be distracting and disruptive.
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2. Put your best virtual foot forward
The same best practices for an in-person onsite also apply when executing a virtual onsite – the focus should be on making the candidate feel comfortable while emphasizing your company’s culture and values.
Before the interview begins, double-check that all your tech is working properly. As with an in-person onsite, you only have one chance to make a positive and lasting first impression, and technical issues will not help. Additionally, make sure you have a well-lit, clean, and organized workspace – this conveys professionalism and shows that you’re taking the interview seriously.
Once you’ve got your workspace set up, take a moment to eliminate any potential distractions. Turn off digital notifications, close any tabs that don’t relate to the interview, keep your computer charger plugged in, and if you have housemates, ask that they refrain from walking into your workspace and making unnecessary noise. Eliminating potential distractions upfront helps ensure you can focus entirely on evaluating the candidate.
And of course, be mindful of your body language. Maintain eye contact with the candidate throughout the interview and avoid fidgeting as much as possible. It’process for remote hiringprocess for remote hirings important to show the interviewee that they have your full attention and you are engaged in the conversation.
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3. Coordinate with the candidate
Once you’ve taken the steps outlined above, it’s time to coordinate with the candidate. I recommend starting by developing a best practices checklist for them to review ahead of the interview. This can be in the form of a simple Google or Word document or a branded PDF – the content itself is much more important than the format.
This document should present logistical details first. This includes contact information for their primary point of contact, instructions for downloading and installing whatever software you’ll be using for the interview, a direct link to the interview, and a detailed schedule.
Be sure to provide the full names and titles of who they’ll be meeting, when they’ll be meeting, and for what amount of time. It’s also important to share contact information for every interviewer in case a technical issue arises and they have to call back.
Aside from logistical information, I recommend providing resources for the candidate to learn more about your company before the interview. This should be a curated list of resources, carefully selected to provide an inside look at what it’s like to work at your company. Things like photos from team outings, recent company newsletters, and images of the office environment are great items to include here.
As with an in-person onsite, the way you follow up with a candidate is critical for keeping them engaged and excited about the prospect of joining the team. After the virtual onsite, the primary point of contact should reach out with clearly defined next steps – and if you have to deviate from those steps for any reason, be sure to proactively communicate the change to the candidate. This is especially important if the role will be remote, as it will demonstrate how your team works outside of the interview process.
Plan Well to Ace a Remote Onsite Interview
While executing a virtual onsite may seem daunting at first, it can be done well – it just requires some planning upfront. Being thoughtful about logistics and taking time to set your team up for success will pay dividends. And remember, the ability to deliver a seamless and effective remote hiring experience will set you apart as an employer and exponentially expand the pool of talent you can recruit from.
Which best practices are you following to streamline the interview process remotely? Tell us on LinkedInOpens a new window , TwitterOpens a new window , or FacebookOpens a new window .