Virtual interviewing

Like most things over the last year, much of the recruitment process has moved online.

Notably, 2020 saw a rise from 22% to 79% of employers adopting video interviewing.

As we currently experience a war on talent and an increase in recruitment there are undoubtedly positives that come from video interviewing. 

This shift has enabled companies to continue to see top-level talent despite national restrictions.

There is more flexibility for both the hiring manager and the candidate. 

Video interviewing requires less personal investment, as the time and cost of travelling to an office for multiple stages is removed, this is even more true when things such as childcare and annual leave are taken into consideration.

However, are we ready for a future without face-to-face hiring?

Among our network, many employers are finding a lack of professionalism that has come about as a result of this new way of hiring. 

Rather than taking time out of the working day to go to an interview, many candidates are choosing to fit a Zoom into their working day, in between meetings. 

This can lead to disrupted conversations with emails flooding in and unexpected calls from the team.

As a result, people are not adequately preparing as if they would if they were to meet in person – taking the time to research the company, understanding the values or adopting a professional dress code.

Factors that only exacerbate the difficulties of building rapport and trust with someone on screen.

There are also concerns with the environment and commuting expectations. What may appear a short drive on Google Maps, could be seriously affected by increasing traffic levels or reduced transport services. 

At HR Heads we reached out to our network on LinkedIn and ran a poll.

Despite 69% of you voting in favour of face-to-face interviews, it is evident that video interviewing, or a hybrid model is here to stay with more than 50% of hiring managers saying video will remain a part of the recruitment process long after restrictions are lifted. 

Therefore, how do we set ourselves up for success going forward? Here are a few tips for a virtual interview…

  • Ensure you are giving video interviews the same time investment you would face-to-face. 
  • Take time out of the day, with a buffer period for unexpected tech issues, or burning questions at the end. Allow the hiring manager to talk freely without a time limit and yourself to engage without checking your work phone off camera.
  • Prepare your space, find a quiet environment with a distraction-free background, away from your work or car to allow yourself and the interviewer to create clear lines of communication that will ensure a hire that suits both client and candidate.
Image linking to other HR Blogs like the D&I blog with Joanne Lockwood from SEE Change Happen