It’s Spring 2020, and we are in the midst of an unprecedented pandemic that has swept the world impacting everything that we do day to day, including the job interview. The good news is that interviewing and hiring hasn’t completely stopped. There are in fact still millions of job openings out there (2.8 Million in the US according to Indeed.com – 4/2/2020), and many of these employers have quickly moved to virtual interviewing platforms ranging from Zoom and Skype to HireVue to phone calls to keep their hiring engines revving.
In-person interviewing can be challenging enough for inexperienced and ineffective interviewers . Virtual interviewing for inexperienced and ineffective interviewers can be even more challenging and intimidating. It can the more difficult to make a connection with the candidate, context can easily be lost, facilitating a conversation could be just that much harder.
Inexperienced or ineffective interviewers are more likely to fall into a set of ‘yes or no’ questions, or canned ‘strength/weaknesses’ questions that don’t really provide enough (if any) evidence about whether someone has the critical behaviors and motivations to be successful in a particular job and workplace. And when they don’t gather enough evidence, they make assumptions. One big assumption I see inexperienced interviewers make is that great interviewees who are naturally chatty and open on a video or voice call are assumed to be great performers, but a great interviewee doesn’t always equal a great hire, right? All of this could bring into question just how effective virtual interviews can be fore some, which is a valid concern.
Candidates can easily struggle here too if they are not comfortable or experienced in an interviewing situation, a struggle which can be exacerbated when carrying on an interview conversation via video or phone.
Effective interviewers on the other hand are skilled at facilitating a conversation, one that solicits great detail and context, one that goes beyond what someone knows or can do into how and why they get work done. They are focused on gathering objective evidence related to critical, must-have criteria, and are able to make confident quality selection decisions quickly.
So, yes, it’s more essential than ever that hiring managers and interviewers be educated as to how they can optimize their virtual interviews. After all, companies are entrusting them to make great hiring decisions even . Here are three tips that can help hiring managers/interviewers succeed with virtual interviewing starting tomorrow:
Here's some additional great tips for making the most of a virtual interview:
Great interviewing is a skill, one that must be learned and then put into practice. Virtual interviewing can be even more challenging than in-person interviewing. If you haven’t trained your hiring managers/interviewers on how to be effective in their roles, share the tips above and discuss how they will adjust their approach to ensure an efficient process that is focused on quality hiring decisions. Provide them with guides that include good, relevant behavioral and situational interview questions (with potential follow-up questions) and guidance on how to open and close the interview.
If you have the opportunity to train your interviewers in additional key skills that will make them effective interviewers short-term and long-term, visit the links below to learn more about how Recruiting Toolbox can virtually upskill your virtual hiring teams.