10 Ways to Optimize Your Virtual Hiring Process
Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!
Today’s Question: Many companies have moved to an online environment. What’s the best tip you’d give them on conducting a virtual hiring process ?
These answers are provided by Young Entrepreneur Council (YEC), an invite-only organization composed of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.
1. Identify Your Requirements First
Hiring employees virtually isn’t always smooth sailing. Before selecting a candidate, know what you want from them by identifying your requirements. Once you know what you want, create a set of questions based on the responsibilities surrounding those requirements. Now conduct a video conference and find out if the candidate can handle those requirements. — Thomas Griffin, OptinMonster
2. Lean on References and Recommendations
More than usual, I think it’s important to lean on references and recommendations. I’m normally pretty good at gauging whether a candidate is a good fit when I’m in person with them, but it’s harder to do over video chat. I recommend turning to previous colleagues and employers to learn a little more about candidates’ working styles. — Diana Goodwin, MarketBox
3. Inform Candidates About the Process
Before conducting a virtual interview, make sure that you properly inform candidates about the process. They might need to download software, double-check their mics and webcams, and more. To ensure the interview runs smoothly, it helps to inform applicants about what to expect and what they need to do so you both have the best chances of a solid interview. — Stephanie Wells, Formidable Forms
4. Choose the Right Platform
When it comes to virtual hiring, you have plenty of options between Zoom, Google Hangouts, Brazen, and Skype. I like to run a test session using each platform, comparing the functionality of each to see which suits our needs best. — Tyler Gallagher, Regal Assets
5. Triple-Check Your Interview Setup
Triple-check every facet of your interview setup and structure. Review your lighting for the webcam, assess your internet connection and other necessary tools, and confirm the date and time with your candidate. Experience has taught us you might end up with no interview at all if the candidate cannot access your video call link. Always be prepared. — Duran Inci, Optimum7
6. Carry Out a Group Interview
If you have to hire a number of people who will be working together on a team, I think it’s helpful to carry out a group interview or a simple group call before or after individual interviews. This helps you see whether people fit together better and whether there’s a natural team dynamic you can capitalize on. It may also help you identify people for potential leadership roles within the team based on how they communicate. — Blair Williams, MemberPress
7. Always Include Video
The offline and online hiring processes don’t differ much, but you have to be careful when it comes to the ways in which they do diverge. One good decision to make in a virtual hiring process is to use video. Video interviews are efficient and effective for both employers and potential employees. They also reduce the number of candidates who fall through the cracks in your hiring process. — Samuel Thimothy, OneIMS
8. Give Them a Short Test
I think it’s important to make sure you meet the person online a few times through multiple interviews. That will be a good way to get things moving along smoothly. Also, a short test will help you understand how good a fit they really are. — Nicole Munoz, Nicole Munoz Consulting, Inc.
9. Start Them on a Trial Period
When making a virtual hire, it’s best to start the new team member on a three-month trial. With remote workers, you really don’t know if they’ll have the right motivation or if they’ll be able to adapt to working from home. It’s also very important to have clear processes and a good project management software in place for assigning and tracking projects during their trial period. — Brian David Crane, Caller Smart Inc.
10. Remember the Basics
We’ve all largely been depending on virtual and automated processes to gather and sort resumes anyway. The interview section is really what can be a little more tricky in virtual hiring, but you can apply the same standards to a virtual interview that you would to a physical one. Is the candidate on time? How well do they communicate? How do they present themselves? These basic concerns are still relevant. — Syed Balkhi, WPBeginner