Incredible as it may seem, it is already possible to carry out the entire selection process virtually, from the search to the incorporation, without having physical contact with the candidates. In fact, since before remote work became so important, most tests and economic offers were sent by mail.
The main benefit of running a recruitment process virtually is the reduction in response times that is generated by avoiding candidates having to travel to a specific place. On the other hand, the only drawback is the impossibility of assessing non-verbal language.
The most used technology platforms today are Zoom, Hangouts, Google Meet, Skype, Zoho Meeting and even WhatsApp. The advantage of these applications is that they are free or very affordable. In addition, the video and audio quality are very good and they allow you to record the sessions to review them carefully later.
In the same way, the screen sharing function of these platforms allows showing videos to introduce the candidate to the company culture and take a tour of its facilities. In fact, they are also an excellent tool for carrying out different onboarding strategies.
Recommendations for conducting an interview
At Human Quality we consider several factors when conducting a videoconference interview. Here we present them:
Before the interview:
- Determine the platform through which the interview will be conducted and ask the candidate to install and test it beforehand.
- Check that the candidate has a good internet connection.
Ensure that the space is well lit, with a clear background and that there are no interruptions.
- Make sure that both the interviewer and the applicant have good sound and a camera on their equipment.
-Having a question guide that includes all the questions necessary to get to know the applicant and her skills.
During the Interview:
- Look at the camera, not at the screen.
- Explain to the applicant from the beginning what the vacancy consists of, the working conditions and the benefits granted. In this way, in case the candidate is not interested in the vacancy, the interview can end earlier and there will be no loss of time.
- Reformulate traditional questions. For example, before the pandemic it was common to focus on how he saw himself in the long term, what his goals were and what responsibilities he had in his previous positions; After the pandemic, the questions have also focused on how it performs its functions, what methodologies it uses and its technological level.
Other questions that can be asked are how you see yourself in the short term, what your salary expectation is, what you have done during the quarantine (in order to know how you have used that time) and how you would resolve a conflict or complicated situation (to know what skills you have). It's also a good idea to ask him if there's anything he'd like to add to highlight his profile.
After the interview:
- At Human Quality we recommend keeping the candidate updated on the status of the process through email or by phone. This helps our clients improve their reputation and position as an employer brand.
As in the traditional process, in the virtual one it is necessary to validate the necessary skills for each position, so it is recommended to integrate several interviewers
— in the same conference or in several — so that the hiring is justified from different points.
Do not forget to be flexible and understand that there may be connection or sound problems, and that should not be a factor in not considering a candidate as a possible finalist.
Even if it is by digital means, we must always make our applicants feel comfortable and safe so that they can better expose their knowledge, experiences and skills.
At Human Quality we take advantage of technological platforms to help companies find the best profile for their teams. We have the best level tools to ensure that we comply with the recruitment, selection and on boarding processes effectively.
