What is virtual interviewing and how to use it for successful recruitment

The remote workforce of today places recruiters in an unusual situation. Virtual interviews are necessary to advance the hiring process and maintain contact with candidates. Even if you have prior experience with video interviews, switching to a completely remote recruitment strategy requires a significant adjustment. Recruiters can now contact a more diversified pool of candidates from around the world thanks to video conferencing software like Skype, Zoom, and Google Meets, and online testing tools, which also makes it more affordable to screen potential recruits.

Contemporary incidents like the COVID-19 outbreak have also contributed to the demand for virtual interviews. Virtual interviews have provided some relief for recruiters from COVID-related employment activities. Many professionals are seeking new employment prospects online or from their homes, which has made the hiring process more interactive.

What is a Virtual Interview?

A virtual interview also referred to as a digital interview, is a job interview that utilizes video technology to enable distant conversations. The hiring manager and candidate will communicate virtually via video interviewing software rather than in person.

The majority of the interviews that recruiters undertake now take place virtually. By phone or video call, the virtual interview is used to discuss a position with an applicant. Several employment processes involve in-person interviews after the initial virtual interview.

Types of Virtual Interviews

There are several techniques for conducting virtual interviews:

1. Live video interview

This entails an interview where the interviewer and interviewee are in different locations, utilizing already-existing technology (such as Zoom). While there is no doubt that this saves time and travel expenses, it does not significantly improve interview efficiency. It is scheduled, and both parties must be available simultaneously. The length of the remote interview is equal to that of a face-to-face interview. Travel time and expenses are the only significant savings.

2. One way video interview (AKA Asynchronous Interview)

During this kind of interview, recruiters avoid direct conversations with applicants. Instead, applicants respond via video to written questions from the hiring manager. The recruitment team can review their response at a later time after it has been recorded. The recruiter will look over and evaluate the responses before providing feedback or notifying candidates for the next phase of the selection process. Given the nature of its one way video interview answer as opposed to a series of synchronous interactions in the case of a two-way video interview, this method is also known as an asynchronous video interview or on-demand video interview process.

Read More: What is one way video interview?

3. Online Skill Testing

Online skill testing is where recruiters send a test to candidates for specific skills. Skills assessments let hiring managers and companies determine a candidate’s aptitude for doing a certain task, removing subjectivity or prejudice from the selection process. This procedure makes it simple to evaluate if candidates are prepared for the positions or responsibilities they have applied for. Skills evaluations are useful and time-saving tools that evaluate candidates early in the assessment process for managing high-volume hiring. Recruiters can quickly exclude unqualified individuals from big applicant pools because of this. These skill tests can include anything such as be for any type of skill assessment like sales, technical, customer support, psychometric, behavioral, communication, and aptitude tests.

How to successfully recruit using virtual interviews

Virtual interviews can certainly save time and money when considering distant employees or candidates from other states or nations. Here are some ways of using it for successful recruitment.

1. Prepare the hiring team for virtual interviews

Even though conducting interviews online is more and more common, some interviewers might be more skilled. Here are some guidelines for the interviews on your team.

• Create an organized, transparent process: Outline the entire virtual interview process to keep everyone on the same page. Send out a schedule before, or schedule time on teammates’ calendars to review the candidates.
• Test and practice using your video interview equipment: Candidates may have a positive opinion of you and your virtual conferencing setup if you practice using it beforehand. It will also help you prevent delays. Offer to mentor anyone on any technology or features.
• Choose the ideal locations for interviews: Ideally, interviewers should locate a peaceful, well-lit area with a transparent or clean background, a good Wi-Fi connection, and minimal disruptions or disturbance.
• Early on, establish a personal relationship: Share advice to build rapport with candidates, such as allocating a short period for chit-chat at the beginning of an interview and grinning and nodding to demonstrate interest.
• Stay away from common video call issues: On a video conference, it’s simple to unintentionally talk over one another, especially if the connection is sluggish. Ask fellow interviewers to briefly pause after the candidate finishes speaking before asking any follow-up questions.

2. Prepare candidates for a virtual interview

While candidates may be accustomed to virtual conferencing capabilities, they may not be accustomed to virtual interviews. Their readiness for one demonstrates how much your business values them.

• Inform applicants of the tools to be used in advance: Transparency is key, so it’s essential to avoid surprising candidates during the hiring process. Send candidates a link to the virtual conferencing platform you’ll be using when organizing a virtual interview. They now have enough time to download or upgrade the tool and get acquainted with it.
• Send materials in advance, such as a list of interviewers: While not always necessary, informing the candidates of the number of interviewers joining is helpful! This gives them an idea of everyone’s roles. You may also include links to the interviewers’ LinkedIn profiles and any other information you think the candidate might find useful in your interview confirmation email.
• Inform applicants if a skills assessment will be required: Inform applicants that you may want to look through their work samples or portfolios, or that they may have to complete a test or problem during the interview. This will enable them to plan appropriately. Again, remember transparency.
• Give a clear picture of your company’s culture to prospective employees: Send the candidate resources to review, such as virtual office tours or recordings from corporate events.
• To enhance your interviewing process, get feedback: Whether or not the applicant is hired, promptly communicating with them after the interview will demonstrate that you value their time and help you make better recruiting decisions.

3.  Asking the right questions during virtual interviewing

It goes without saying, but we’ll say it anyway – Always prepare a list of one way video interview questions for the candidate interview. Examine the applicant’s information, including their resume and any other documents they may have submitted. Utilize this knowledge to help you formulate any queries you may have about their background and credentials.

Here’s a starting list of questions to ask, some of which can help you gauge potential remote work experience:

• What about this position and our team most interests you?
• How do you maintain organization and productivity while working from home?
• What steps do you use to get beyond challenges or obstacles at work?
• What is your experience in collaborating with teams in various time zones?
• What abilities and characteristics do you think are necessary for successful remote work?

Conclusion

For the majority of firms, conducting interviews virtually has become the new standard. It is up to us to adapt to our new lifestyles in this pandemic condition, keep our social distance, and conduct all of our business from home. Virtual interviews could seem a little challenging at first. However, as soon as you adjust and become used to them, business as normal will resume.

Also Read: Benefits of video interviewing