Conducting Virtual Interviews: 7 Effective Tips for Hiring Managers


Virtual interviews have become the norm for many companies, especially those offering remote positions. They also have various benefits, including easier scheduling between candidates and hiring managers.

If your company conducts virtual interviews, you’ll want to make sure the process is as smooth as in-person interviews. This article will cover some useful virtual interview tips for hiring managers to get the most out of remote interview formats and ensure you hire quality employees.

What is a virtual interview?

Interviews are professional meetings where hiring managers can assess whether a candidate is a perfect fit for their company. Virtual the interviews are the same but in digital form. Most virtual interviews take place on video conferencing platforms such as Zoom, Google MeetWhere Microsoft Teams.

The candidate and interviewer are in different cities or states for most virtual interviews. However, some companies may schedule virtual interviews even when the candidate lives in the same area just to save everyone time.

Let’s go over a few ways to keep your virtual interviews organized, professional, efficient, and even enjoyable for everyone involved.

1. Before the interview: test the technology and the process

Technology makes life much easier, but can also present additional problems. You can minimize technical issues during maintenance by testing everything beforehand.

About ten minutes before the interview, check your internet connection and do a videoconference test. Verify that your video and audio are connected and working properly.

Also ask the recruiter to encourage the candidate to do the same and maybe even do a quick test call with the candidate before the interview begins.

It is also useful to have a plan B ready in case of technical difficulties. Make sure you have the candidate’s email and phone number in case you need to contact them quickly to reconnect.

2. Help candidates prepare and know what to expect

Once the interview is scheduled, send the candidate a calendar invitation with:

  • All names and emails of interview participants
  • A link to the virtual meeting room
  • Any specific instructions on how to log in

You can also help reduce nerves by giving the candidate a few points about what the interview will cover. This way they can prepare examples of past employment to demonstrate the experience you are interested in.

3. Describe the questions you will ask

Organize the interview by making a list of questions you want to ask the candidate. You can change what you ask depending on how the interview goes, but having an overview can help you hit on the key points you don’t want to forget.

4. Stay professional but approachable

Virtual meetings can easily seem informal, but remember to keep things professional.

Dress as you would for an in-person interview and try to act as if you are sitting across from the candidate in the same room.

It doesn’t have to be serious, though – remember to smile, thank the interviewee for meeting you, and maintain positive body language throughout.

5. Emphasize your company culture

In a glass door Mission and Culture Survey77% of respondents said they would consider a company’s culture before applying for a job the. Culture is important, but it’s hard to show a candidate your company’s culture in a virtual interview.

Still, you can make sure to talk about your company culture and dynamics during the interview. You can even take a virtual tour of the office. Also ask questions of the candidate to see if they are a good fit for your culture as well.

6. Be clear about next steps

Don’t leave the candidate guessing. After the interview, explain what the next steps look like.

Let them know as soon as possible whether you plan to go ahead or not. This will leave a good impression either way, as the candidate will see that you value their time enough not to keep them waiting.

7. Ask for feedback afterwards

Virtual interviews are still relatively new to most companies, so don’t be afraid to ask for feedback. After an interview with a candidate, send them an email asking what they think of the process. More importantly, ask if there is anything you could have done better.

Another crucial part of the interview process is attracting and recruiting the best candidates for your vacancies and your company. Learn how Alabama Media Group helps companies improve their recruiting processes to attract the most qualified candidates.

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