Conducting remote interviews successfully

The purpose of an interview
“is one that’s designed to gather relevant evidence needed to determine which candidates have the skills necessary for the role. It should also allow candidates to move reasonably quickly through a clear sequence of steps that feels personal to them”

Use structured process
“it easier to ensure a structured process and maintain consistency across interviews with different candidates”

Communicate details clearly
“If you keep candidates informed about what to expect, you’ll find you will be better able to evaluate them on what you want to see… if you surprise them you’ll only learn how they respond to surprises.”

 Be flexible of the mode and timing of your interview
“Offering flexible scheduling can improve accessibility for candidates…allow candidates to select their preferred interview times through an automated system linked to our calendars…reducing barriers to interviewing will allow you to tap into new, potentially transformative, talent sources.”

Build rapport with visual ques
“it is important to establish trust quickly… a friendly approach works best… you may need to exaggerate your facial expressions to be seen and understood. Don’t go overboard”

Managing interview duration
“Allowing a candidate to go down a rabbit hole or continue answering a question when you are lost or bored doesn’t do them any favors… it’s your responsibility to make the best use of your time together… When interviewing remotely, you will need to be more forceful in your interruptions than you would be in person. But you can still keep them at ease with positive language and a smile.”

Dealing with a poor connection
“If you find yourself trying to do a video interview or screen share with a very poor connection, try shutting off video and continuing with voice only…You don’t want to judge the candidate by the quality of their internet connection, which can lead to bias… If the connection continues to be a problem… suggest rescheduling if possible”

Ensure evidence-based decision making
“build an interview practice that allows you to evaluate those skills. But you’ve got to base that evaluation on evidence rather than just the quality of your conversations… always a mistake to make a hire based solely off of likability during an interview”

e.g.
– Get examples of past work
– Assign challenges

Check with reference
“nearly impossible to know this based on a few short meetings… Start by making sure the person you’re talking to understands the role you’re hiring for. Even if the job title is identical, there may be significant differences in the responsibilities for those positions… plan out your questions and, again, focus on gathering evidence”


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