Best Practices for Conducting Virtual Interviews

In the wake of COVID-19, many companies around the world have shifted their hiring process. While virtual interviews used to be a preliminary step to sort through the numerous candidates you might have for a position, in order to move on to the next step which is an in-person meeting, today, everything that has to do with acquiring talents for your company has moved to be remote and virtual. Your responsibility as a hiring manager is to set up a solid process that serves you and your potential candidates. It is not only a matter of identifying the right fit for your company but more importantly having a perfect understanding of their personalities, behaviors, and communication styles.

To help you develop a reliable and sustainable process, here are our top recommendations for conducting successful virtual interviews.

Preparation Is Key

The key to conducting successful virtual interviews is preparation. You need to familiarize yourself with the position you are hiring for, its requirements but more importantly, the key characteristics and personality traits that this position needs. As the interviewer, you are to not only judge the candidate’s skills and ability to do the job, but also assess their personality, and how well they will fit within your organization. Are you looking to fill a leadership position or a support one? Should the right fit for this job be a born leader and initiator, or a detailed reflective thinker?
Unless you understand your own behavior, your candidate’s behavior, and that of the manager they will be reporting to, your interview process will be lacking pertinence and effectiveness.

Define Your Interview Strategy

We all know how bad it looks when a candidate comes to an interview completely unprepared. It sends the wrong message, gives a bad first impression, and seriously diminishes their chances of getting the job. However, did you know that it also works the other way around? An interviewer who is unprepared and lacks a clear strategy can miss an opportunity to make a positive first impression and have their lack of preparedness reflect on the company’s image as a whole.
Define your strategy. Define the inherent behaviors you are looking for in a candidate as well as their skills. Prepare your questions accordingly and make sure that by the end of the interview session, you have a perfect understanding of their capabilities and behaviors. Or else, how would you be able to assess whether or not they’re right for the job?

Discuss Your Company Culture and Values 

To this day, many interviewers still miss the opportunity to talk about their company culture and values during the first interview. The truth of the matter is, an organization is an eco-system that functions in perfect harmony thanks to its components, AKA, employees. Even if you find a potential candidate with the right skills and experience, if their culture and values do not align with those of your company, your partnership with them is bound to fail. An effective way for you to assess their alignment with your company culture and values is to understand their behavior and DNA style.

Develop Your Rating System

When conducting virtual interviews, one thing you might notice is how fast the process will go compared to in-person interviews. Shifting everything to a virtual format saves a lot of time and enables you to have multiple candidates to consider pretty quickly. When that happened, your responsibility is to develop a standardized rating system by which you assess your options for the position. When developing your rating system make sure that you take into consideration not only the qualifications of your candidates but also their character traits and behaviors. An easy and accurate way for you to run a team report and project how well certain personalities will fit within your team is our DNA Behavior tool.

Provide Information on the Next Steps

As a final step and good practice for conducting your virtual interview, make sure to inform your candidates of the next step and what they can expect going forward. Whether you intend to make a decision on the spot or have built a multiple steps interview process, communication is key.

Souki Fournier

Souki Fournier is a content marketing strategist. With a background of 10 years experience in marketing and content creation, she is particularly passionate about behavioral science and how behavioral insights can be leveraged to build successful businesses, manage finances, and even mediate personal relationships.