How do you still properly assess a candidate in a digital setting? With remote work being our safest form of interaction, many HR professionals are navigating the digital recruitment space for the first time. It can certainly be a challenge to pull in the right talent when you only meet your candidates virtually. Sometimes it seems as though hiring managers must develop a sixth sense to pick out the best candidates as you can only engage with them through a 13 inch screen for 30 minutes.
Knowing what to look for in a candidate ahead of time will help diminish these challenges and give you the confidence to hire the right candidates. We’ve developed some solid tips that will support your interview process from beginning to end so you can be prepared and be on the lookout for the best candidates.
Preparing for the virtual interview
As a hiring manager, you want to be aware of the candidate’s behaviour right from the beginning. This starts with the level of engagement and professionalism shared with candidates when you are setting up interviews and gathering the necessary materials. If a candidate continues to have conflicts or technical issues with your calendar invites, submits a resume that is not PDF-friendly and lacks responsive hyperlinks, or even cancels at the last minute for invalid reasons, these candidates may not be as interested in the position or may not be suited for the remote environment. If you are finding that the candidate is showing a lack of formality in emails, responding in short replies or using casual language, this candidate may also not be up to snuff to your company’s work culture.
However, if a candidate responds promptly to your emails, shows gratitude for having the opportunity to be interviewed and demonstrates professionalism with proper email etiquette, this candidate is definitely worth considering. Here are some other tips to consider when preparing for a virtual interview to help you narrow down your applicants: