What Job Seekers Can Expect From the Remote Hiring Process

Effective remote interviewing requires modifying the traditional approach to hiring. As the workplaces made the shift to home and virtual offices, so does the interviewing process need a shift in perspective. Moreover, 88% of professionals believe video conferencing is best suited for remote interviewing, according to the latest remote interview process meeting statistics. Of course, finding someone with just technical skills isn’t enough, they will also need to collaborate and communicate effectively with a team and for that, you must assess their soft skills. Following the right process and utilizing the right tools will provide you with a roadmap to successful interviewing.

However, one drawback is that general applications like this can only establish a connection, record, store and categorize the videos. Video interviews are a popular tool for talent acquisition because they can save an organization time and money compared to traditional, in-person or face-to-face interviews. Video interviews also remove geographic constraints, can automate candidate screening and improve the quality of data in recruitment management systems.

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There’s always the potential for either side to have something not working properly. And, if that’s the case, the candidate won’t have an IT department to go to. Additionally, an external webcam, phone or tablet camera can be used in place of an integrated laptop camera to improve video quality.

• Keep track of the hiring process by scheduling interviews, submitting scorecards, and adding private notes to candidates.
• And it’s always great to know that even a rejected candidate still has positive things to say about our process.
• If you’re looking for your first remote job, you might also broaden your search to include freelance, contract, and part-time opportunities.
• You can enter notes directly into the platform during the interview, but try to mute yourself as you type to minimize distraction for the interviewee.

They can explain the daily job duties, communication rules, etc. while the candidate gets to meet their potential colleagues. While candidates may bring work samples or references during an in-person interview, it’s a mess to email and check these during a video call.

Don’t forget tell about your company culture:

We also encourage our interviewing teams to have someone included in the interview stage who also is a remote worker. These findings can lead to valuable insights that will help you demonstrate the value you can add in the specific context of the organization.

Invite them to share anything else they find important to mention or ask. These situations are perfect to get a great insight into how candidates react to distractions. This will help you get a more accurate assessment of the candidate — as you’ll be able to identify their authenticity by the tone of their voice and their expression. It’s a great opportunity to get insight into how interviewees cope with an unexpected crisis.

Benefit #2: Remote interviewing improves candidate assessment

Keep in mind that many panelists can be overwhelming for interviewees. The more people involved, the greater the likelihood of technical and logistical issues, such as people talking over one another. Being a remote recruiter, you must be facing constant pressure to reduce cost per hire.

The biggest difference in our hiring compared to non-remote companies where I have worked is we don’t usually do “in person” interviews. Just like a traditional job interview, a remote interview should be a two-way conversation. Your candidates should be encouraged to ask as many questions as they deem necessary – after all, they’re interviewing you as well. Whilst it can be challenging to adequately assess a candidate’s suitability for a remote position, it’s often just as difficult for the candidate to envision themselves working for your company. This is further exacerbated if they haven’t had the chance to meet you and your team in person.