Face-Off Or Face-Time

3 ways for making virtual interviews more effective in the recruitment process

Technology in the workplace is not new, and it is been innovating the way we hire for years. Whether it is through recruitment technologies that data-scrape resumes, automated online qualification testing or virtual interviews, it is no secret that this kind of tech speeds up the hiring process. 
 

But what may appear to be a perk for hiring managers can often strike fear in the heart of American workers. 

In fact, Yoh recently conducted a survey of more than 2,000 U.S. adults through The Harris Poll and found that as many as 62% of Americans would prefer to be interviewed face-to-face rather than virtually. 

The reasons why are telling. A whopping 59% of Americans feel that a virtual interview would not allow them to truly judge a new job opportunity, while 37% said that it would limit their connection with the interviewer. Interestingly though, even with the rate that tech is progressing, 17% of workers surveyed worried that a virtual interview would offer too many opportunities for technical difficulties – with equal agreement among both millennials and baby boomers 

Not everyone sees virtual interviews as a hindrance though. While the majority of American worry that sparks won’t fly virtually, almost a quarter of workers would actually prefer to be interviewed digitally, saying that they’d be more relaxed than in a face-to-face setting.  

But with each hire costing an average of $4,129 and taking almost a month and a half to complete these days, technology’s ability to expedite the hiring process is still appealing for many businesses.

In fact, virtual interviewing offers a convenience that no one should scoff at – no more coordinating dates, losing full days, and missing trains. Instead, a computer screen can still bring you face-to-face – but just in a much more efficient and, frankly, cheaper option. 

Here are three tips for recruiters to make their virtual interviews as pain-free and effective as possible.

1.    Effectively Prepare Your Candidate 

In a digital era, you should expect your candidates to come with different levels of proficiency and exposure to virtual platforms. In the same way you’d provide directions to an interview site, recruiters should arm the applicant with the information necessary to succeed. 

Is there a specific kind of software you’d like to use to conduct this virtual interview? Let them know - or maybe there’s a cheat sheet of best practices that can help this process run smoothly for the both of you. Here at Yoh, we suggest reminding candidates to mute their desktop notifications, and remember to wear earphones to mitigate audio feedback. 

By properly preparing your candidate, you’re not only setting the interview up for smooth sailing, but you’re also streamlining the time it may take to otherwise correct problems. 

2.    Pick Your Location Wisely 

Virtual interviews should be treated with the same standards as a face-to-face interview. Whether that means ensuring you’re dressed appropriately and professionally, or the way you conduct yourself during, it should be equal to that of any other interview. 

One of the most important elements often forgotten when holding virtual interviews is the location. Just as where the candidate takes this meeting matters, so does where the recruiter takes it. This is specifically the case if using a camera for a video chat function – but all the same, a phone call should still be taken in a private room where noise and interruptions are unlikely.

This helps not only giving a positive, professional first impression to the candidate but also getting through the conversation without distraction on either person’s part. 

3.    Remember That Body Language Matters

Hiring managers are always looking to interview the best candidates, that’s a given. And the ability to interview virtually can go a long way in achieving that outcome – recruiters can now reach candidates outside of the immediate area and ultimately improve the scalability of a team. 

But interviewers should be cognizant of what they’re doing while on-screen, and act as though the candidate can see them entirely. Any recruiter will tell you that building a rapport with a candidate is crucial to the process, and one essential attribute for that is to maintain eye contact. While we know that writing down questions ahead of time can be helpful, we would encourage recruiters to be careful not to read directly from their paper or fidget with it, otherwise you risk appearing uninterested. 

With virtual interviews more accessible than ever, hiring candidates can be speedier, wider-reaching and still successfully get the job done. Despite Americans’ concern, it can make the process easier for all involved.
 
Still, it is important for companies to remember –virtual interviews shouldn’t replace human contact or face-to-face conversation at all points during the hiring process. Instead, they should be used to complement in-person meetings and save time where appropriate. Companies who implement them with their candidates in mind will give themselves a competitive edge and set themselves up for a more cost-efficient recruitment strategy. 

Mark Masterson is Vice President of Talent Acquisition and Delivery at Yoh, where he has spent the last 11 years. Currently, Mark is responsible for Talent Acquisition/Delivery and retention of a team of 60-plus individuals across a broad spectrum of industry verticals and delivery models. Before joining Yoh, he spent time working in Boeing’s business operations department and as the Chief Operating Officer of staffing company, The Aviant Group. Visit www.yoh.com Connect Mark Masterson