Hyrell’s complete guide to conducting virtual interviews for hiring a remote workforce. This virtual interview playbook includes benefits of three types of virtual interview, key questions to ask, and best practices.
The effectiveness of virtual interviews have long been debated. Can they really work for all companies? How can you get a true feel for the person you are interviewing? Are they wearing shorts with a blazer and tie (the answer is clearly yes, btw)? While there have been differing positions on the subjects for quite some time, the introduction of Coronavirus (Covid-19) has forced every business to adapt their business practices to an almost entirely remote workforce overnight. That said, for many industries, this has presented it’s own set of challenges – and questions arise around how to properly conduct virtual interviews, company meetings and client communications. Since we are experts in applicant tracking systems, we are going to start with virtual interview styles, best practices and key questions.
3 Styles of Virtual Interviews
63% of HR managers conduct web-based interviews via video | Source: PR Newswire
Three key benefits to doing live video interviews are:
- A reduction in travel expenses for in-person interviews.
- Faster candidate connection, shortening time to hire.
- They foster collaboration amongst hiring teams, allowing more people from multiple locations to participate.
Pre-recorded, or on-demand, interviews are one-way interviews in which the candidate answers a set of predetermined questions via video.
Three key benefits of On-Demand Video Interviews are:
- A reduction in time spent interviewing your hiring managers, because videos can be watched when schedules permit.
- Faster candidate screening.
- Nearly eliminate early scheduling headaches for you and the applicant.
Rather than simply having applicants answer Yes/No questions, virtual Q&A interviews let you ask candidates open-ended questions during the application process, giving you a deeper level of insight early in the hiring process.
Three key benefits to Q & A style interviews are:
- They provide a more comprehensive applicant profile so you can ask more relevant, in-person ( or live video interview ) questions.
- Reduce the amount of interviews your hiring managers conduct per open position, saving time and resources.
- Pre-qualify candidates with additional information during the application stage of your hiring process.
Interviews allow you to make the most informed hiring decisions, but we all know conducting them can be a substantial drain on your time and resources—especially if there are multiple candidates you need to interview.
Many employers have turned to virtual interviewing through web-based video services and online questionnaires to get more insightful information about candidates before bringing them in for in-person interviews.
In our experience, the written Q&A style Virtual Interview gives the hiring manager a better idea of how the applicant thinks, communicates and might fit into the company early on in the hiring process. In the end, this drastically improves the quality of in-person interviews and ultimately your quality of hire.
Job-specific, Yes/No questions are a great start. You also may want to collect an applicant’s resume. Additional information such as Employment History and Education History can be important as well. All are valuable inputs that help your company make informed hiring decisions.
By utilizing one of these three tactics, you efficiently narrow your candidate pool, giving you more time to evaluate only your top applicants.
Hyrell’s virtual interview process was designed around the ideas of saving your time and resources
while helping you find the most qualified applicants.
In fact, the Hyrell franchise hiring system
can reduce the time spent hiring by up to 75%
What Questions Should I Ask In a Virtual Interview?
Many hiring managers are new to virtual interviews. Questions you ask during a face to face interview may need to be slightly adjusted for a virtual interview, since in some cases you aren’t able to see or gauge the candidates reactions or tone of voice when answering.
Keeping that in mind, here are a few questions you should ask in your next virtual interview:
- What is your remote-working experience?
- What tools have you used to track and complete remote projects?
- What is your home office like?
- What is your favorite tip for staying on task and deadline when working remotely
- How do you manage tight deadlines when working remotely?
- What hours do you prefer to work?
- How do you switch off after work?
Also, try including a few situational questions that help you to get a better sense of how the candidate would handle problems and develop solutions. This will provide you greater insight into whether the applicant is good a thinking on their feet, collaborative, and creative.
A few examples of situational questions are:
- If you noticed key metrics dropping lower than normal, how would you address them?
- You’ve been tasked to work with an employee or team that is notorious for not being very flexible, how do you approach your next project with them?
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Start using Hyrell’s Applicant Tracking System now today and discover a while new approach to online hiring. You’ll never look back