How to Master Virtual Interviews: Tips For Interviewers!

How to Master Virtual Interviews: Tips For Interviewers!

The pandemic has shifted the ways that we hire and interact with our staff. With so many new hiring trends and tips brought to light over the last year, one element of recruiting seems to have remained constant: the best recruiters understand the importance of taking the time to identify the best possible candidates and develop the best possible way to recruit and hire those candidates.

In modern times, recruiters need to quickly determine how well a candidate fits not just the job description, but the company culture as well. This has never been a simple task, but new communication challenges mean that this process now often takes place online – making it much harder to determine whether a candidate is the perfect fit.

Whilst you may not be able to meet your candidates face-to-face for an interview, there are a lot of ways to get to know more about the person you’re interviewing through a computer screen. Here are some practical tips to nail your virtual interviews:

Does Your Tech Meet Your Requirements?

If you’ve finally reached the stage of the hiring process where your next step is to interview your chosen candidates, there are a few things that you’ll need to consider. Is your tech up to date and running efficiently enough to support a lengthy, live video call? Any interviewer’s worst nightmare is their Wi-Fi cutting out mid-Zoom or their laptop crashing before the interview is over.

Having great tech makes the world of difference when you remote interview relies so heavily on your equipment. It’s important to spend time researching the best broadband and gadgets available to you to ensure you have the capacity to live call candidates without interruption.

Is Your Virtual Etiquette Up To Scratch?

Any interviewee who is taking the available position seriously will appreciate time to prepare before an interview – virtual or not.

An interview should be arranged at least 24 hours in advance, with some general guidelines offered to the interviewee – for example, how long you expect the interview will take, who will be included in the interview, and what your interviewee can expect during the process. Make sure to send a formal invitation by email beforehand so that dates and times are clear.

Your (often nervous) interviewee will most likely be putting in the effort to dress the part and ensure that their cameras and audio are set up properly. Show the same consideration for your interviewee by making sure that your audio and video are clear, and that your background (including any people around you) is not too distracting.

Use a Virtual Assessment Tool to Find Your Candidate

Sometimes making use of an external group of professionals or specialized tools can help you identify what exactly is it that you’re looking for in your ideal candidate. Not only can psychometric tests help you find a more suitable candidate for your business, but research shows that they can also assist in saving time and cutting costs, too.

Psychometrics can be tested using various different styles – some psychometrics can even be done to large groups of candidates before the interview phase to save you time and cut sift through candidates to identify those better-suited to the position.

Recruiters often find that interviewees actually thoroughly enjoy doing psychometrics, and may take the role more seriously if they perceive your recruitment process as being thorough, professional and scientifically proven.

Don’t Rush Through Things

Once you’ve completed the above steps, and are finally ready to conduct your virtual interview, take a moment to remind yourself to take things slowly

It might be easier for you to break the ice and begin talking. Start by explaining the role, or describe the company’s current values and work culture. The unfamiliar format of virtual interviews tends to add stress to candidates; so remember to speak slowly and clearly and give them time to answer questions at their own pace. Video interviews can often feel awkward, for both the hiring manager and the candidate. It can be helpful to both parties if you practice beforehand to ensure you’re coming across in a friendly and approachable way. Because you’re speaking to someone through a screen, it may be difficult to make eye contact directly, but you can still put the candidate at ease by being as relaxed and conversational as possible.

Virtual interviews are not vastly different from traditional in-person meetings, but they do require some preparation and forethought if they are going to be conducted effectively. If you’re unsure about where to begin preparing for your virtual interview, it can be helpful to get in touch with your recruiter for some professional assistance.

Virtual interviews can tell you just as much about a candidate as in-person interviews and, when used correctly, can become a lot more efficient, too.

Supreme Staffing Group – Superior People, Superior Service  

Contact one of our recruitment experts today!

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How To Take Control of Your Hiring Experience

How To Take Control of Your Hiring Experience

Do you know where your candidate experience begins and ends? Do you know what the wider boundaries of your hiring experience are?

Many people miss the fact that the candidate experience starts with your brand. It’s how the company appears to the world, what you say externally and how you portray life at the organization through the brand’s online presence. 

The next step in the hiring experience is when a candidate applies for a job and receives a response from the company. This tone and manner of this response should be in line with the brand reputation that has already been built. 

From this point on, touchpoints would be quite clear: hopefully the candidate would get an interview, then an offer and they accept. From here, the candidate experience extends to their first day on the job, and even though their onboarding period. 

With so many touchpoints in the hiring experience, this creates numerous opportunities to impress or fall short of expectations in the eyes of your future employees. A negative or inconsistent hiring experience can permanently damage a brand’s reputation and  ability to hire and retain quality candidates. It’s important to map out each of these touchpoints and to make them as meaningful and beneficial as possible, by considering a few points:

Your control over your reputation is limited
Today, a person has access to a surmountable amount of information about a company through very public online platforms like Glassdoor, Google and LinkedIn. It is these channels that will help inform the next decision of your potential ideal candidate.

The only control that you have over your employer brand online is to consider your hiring experience and make it so good at every step that even candidates who interview with you don’t get the job, will leave you a great review on the interactions that they had with your brand.

What are you posting?
Avoid posting long job descriptions that include paragraph after paragraph of dense, bullet-point language and meaningless industry-related jargon. Instead, focus on creating job posts and adverts that are written and targeted towards specific audiences, and that give valuable information about what the role entails and what will be expected of the chosen candidate.

Map out the candidate experience
It is important to map out every impression and interaction of your candidate experience. This will help you identify areas of success, troubleshoot areas that may need some improvement and opportunities to stand out from competitors.

Don’t be afraid to ask
Sometimes the best way to know how well you’ve executed your candidate experience, is to simply ask your candidates.

Whilst it is useful to monitor public platforms like Glassdoor and LinkedIn to gather an idea as to how candidates perceive your brand and hiring experience, a great approach can be to gather useful information through candidate surveys as well. Having a reliable source of feedback and information will help to continuously refine your external brand and your hiring process.

Make onboarding an experience
Onboarding is an important step in the hiring experience and should revolve around how a successful candidate becomes part of the company culture and fits in as an employee.

During the onboarding phase, a new employee should be shown how to do the specifics of their new job, and how to begin to navigate company, processes culture and more. Onboarding should be seen as your opportunity to create an employee experience that will excite new hires and motivate them to become ambassadors of the company externally.

Take control of your hiring experience
The hiring experience – from job post through to onboarding – shapes a candidate’s impressions of your brand. If your hiring experience is disorganized or left unconsidered, this could damage the way that candidates perceive your company and therefore your company’s ability to hire overall.

By owning every moment of your hiring experience as an employer, you can improve your overall brand impression and make it easier to hire great candidates who are excited to work with you and provide value to your company.

Let our team of recruitment specialists here at Supreme Staffing Group, take control of your hiring process, we will find you the most talented candidate who is skilled and the best suited for your team.

Supreme Staffing Group – Superior People, Superior Service 

Contact one of our recruitment experts today!



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