In today’s evolving landscape, virtual interviews have become an integral part of the hiring process as they offer unmatched convenience. And while virtual interviews are beneficial, they also bring along their share of challenges and concerns.
Through this blog, we’ll provide you with virtual interview tips to help you find the best fit for the role you’re hiring for by forming authentic connections. That way, you can find the perfect fit for your call center team, even within a remote setting.
1. Prepare and test your technology ahead of time.
Resist the urge to rush into same-day virtual interviews. Give yourself and your candidate time to prepare adequately. This ensures your candidate performs at their best, and you have everything well prepared.
It’s also advisable to review the candidates’ resumes before the interview. This enables you to achieve a sense of familiarity so you can focus on relevant details to ask impactful questions.
Don’t forget to test the virtual tools you’ll use and get familiar with them. Technical glitches are a major frustration in virtual interviews so ensure a stable internet connection and check your camera and microphone are working. It will help avoid disruptions during the actual interview.
2. Streamline interviews with a virtual invitation.
It can be hard to keep track of interviews. One way to keep things organized is by sending virtual invitations via email. Be sure to include crucial details like date, time, format, interview duration, and any required login information for the virtual meeting.
You can also consider using appointment scheduling apps that sync with your email and devices. These apps enable candidates to choose a convenient slot and provide both you and the candidate with interview notifications, ultimately reducing the risk of miscommunication.
3. Opt for a distraction-free setting.
Make sure that you choose a quiet place to conduct your job interviews. Whether you’re at home or in the office, ensure minimal visual and auditory disruptions to maintain a focused conversation with candidates.
If you’re interviewing from home, be mindful of your background. Maintain a professional atmosphere with a neutral or tidy backdrop. It will allow candidates to concentrate on you and the interview.
4. Set a professional but welcoming atmosphere.
Initiate the interview with a warm welcome and a brief introduction to both you and the company. This helps foster a comfortable environment for the candidate. Although virtual interviews may involve some adjustments due to remote settings, many aspects mirror in-person interviews.
Remember you’re representing your company or brand during the interview. It’s important to maintain a professional appearance, ensure tidy attire and well-groomed hair. Your facial expressions and tone of voice should also exude positivity and a welcoming vibe even through the camera.
Don’t forget to show genuine interest in the candidate and the role. Having a positive attitude can make the interview more enjoyable for both of you.
5. Establish a framework for virtual interviews.
Creating a structured approach is fundamental for a successful video interview. You could initiate discussions with your team to outline the entire virtual interview process, including tool selection, communication methods, and candidate updates throughout the hiring journey.
This consistency ensures a positive experience for all candidates, regardless of the hiring manager. At the same time, prepare the interview’s flow. Determine the sequence and content of your questions. Anticipate any questions or concerns the candidate may have and be ready with responses. This structured approach enhances the interview’s effectiveness.
6. Encourage meaningful conversations during the remote interview.
Engaging candidates with relevant and meaningful interview questions demonstrates your sincere interest in their qualifications and suitability for the role.
Inquire about specific situations from their past employment to gain insights into their work methods, problem-solving approach, teamwork skills, as well as their communication and adaptability in virtual settings.
Encourage candidates to ask questions as well and provide clear answers. If you’re uncertain about an answer, note them for a later response via email, to ensure all concerns are addressed comprehensively.
Avoid interrupting candidates, as their insights are valuable. In the event that interruptions occur, politely request that they continue sharing their thoughts. This fosters a smooth and respectful interview atmosphere.
Related Reading: 6 Qualities That Make a Great Call Center Agent
7. Give them a glimpse of what it’s like to work with you.
Remember, interviews are a two-way street. While you assess candidates, they’re also evaluating your company.
When candidates inquire about your organization, take the opportunity to showcase your company’s culture and work environment. Describe a typical day at your company, emphasize team dynamics and tasks related to the role they’re interviewing for.
If your company offers flexible work schedules, you could showcase it as a significant selling point. In fact, McKinsey reports that 87 percent of people prefer flexible schedules.¹ Highlight this perk to capture candidates’ interest. Explain how your company maintains teamwork and collaboration, even in remote or flexible work arrangements.
8. Discuss the benefits of working with the company.
In today’s job market, candidates are looking for more than just a role. They also want job security and opportunities for growth as Gallup reveals that 53 percent of U.S. employees prioritize stability and job security in their next job.²
During your virtual interview, take the opportunity to reassure applicants that your company provides a stable work environment. Additionally, consider the aspirations of different age groups. For instance, a significant number of millennials and older generations seek higher income, improved benefits, and career development in their next job.³
When applicants inquire about company benefits, be prepared to discuss salary ranges, comprehensive benefits packages, and potential avenues for career advancement. This information not only keeps candidates engaged but also prevents them from dropping out of the selection process. It’s also a chance to showcase what makes your company an attractive choice.
Related Reading: Are You Missing Out on Hidden Call Center Talent?
9. Ask candidates for feedback after the interview.
The interview process isn’t just about evaluating candidates; it’s also about creating a positive experience.
After each interview, request feedback from candidates to maintain a strong connection and improve your future interviews. Send a brief survey to gather insights on their interview experience. This identifies aspects they appreciated and areas that might need enhancement. Ask if they encountered technical challenges or difficulties with online tools.
10. Update your candidates promptly on the status of their application.
Respect candidates’ time and maintain their interest by promptly updating them on their application status. Don’t leave them hanging.
If they didn’t progress past the interview, deliver the news kindly and quickly. Conversely, if they succeed, outline their next steps in your recruitment process within the next few days. Clear communication demonstrates your continued interest and professionalism throughout the hiring journey.
Related Reading: How to Onboard New Employees for Quicker Integration
SALEM SOLUTIONS TAKES THE HASSLE OUT OF THE HIRING PROCESS
Virtual interviews are an efficient way to hire new employees because they can be held from anywhere in the world without the need to travel for either party. With years of experience in helping employers fill their staffing needs, Salem Solutions understands that time is money.
That is why our staffing specialists take the time to understand your workforce needs a hand then handle the legwork for you, taking the hassle out of hiring! Request an employee today, and let us take care of the rest!
References
1 “Americans Are Embracing Flexible Work—And They Want More of It.” McKinsey & Company, 23 Jun. 2022, www.mckinsey.com/industries/real-estate/our-insights/americans-are-embracing-flexible-work-and-they-want-more-of-it.
2 Wigert, Ben. “The Top 6 Things Employees Want in Their Next Job.” Gallup, 21 Feb. 2022, www.gallup.com/workplace/389807/top-things-employees-next-job.aspx.
3 Pendell, Ryan, and Sarah V. Helm. “Generation Disconnected: Data on Gen Z in the Workplace.” Gallup, 11 Nov. 2022, www.gallup.com/workplace/404693/generation-disconnected-data-gen-workplace.aspx.