![\"Remote](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/05\/Remote-Interview.png\")
<\/p>\nRemote interviews are all the rage these days, and while they\u2019re really convenient, it can definitely be a challenge to conduct an interview when you can\u2019t meet face-to-face.<\/p>\n
Fortunately, there are strategies to help you be successful, and in this remote interview guide, we\u2019re going to break them down for you, so keep reading to learn the pros and cons of remote interviewing and our 7 top tips on how to conduct a remote interview.<\/p>\n
But first, let\u2019s make sure we\u2019re all on the same page by clarifying what a remote interview actually is \u2026<\/p>\n
<\/p>\n
A remote interview is one that occurs over the phone or more often these days, via video. Typically, a remote interview is set up when two people can\u2019t meet face-to-face due to geographic distance or as we saw more recently, a pandemic.<\/p>\n
Although these virtual interviews are conducted in a similar fashion to traditional face-to-face interviews, they do require some special considerations, since it\u2019s difficult to read body language over video.<\/p>\n
For many hiring managers, remote interviews are well worth it, because they have several advantages \u2026<\/p>\n
Less Stress<\/strong> – Interviewing is stressful, and it\u2019s made even more so when you have to put on a suit, fight traffic, navigate directions, and search for parking. By contrast, when interviewing remotely, interviewees have the opportunity to respond to questions in the privacy and comfort of their own homes.<\/p>\n As a result, they feel more at ease, and subsequently, can put their best foot forward \u2026 which isn\u2019t just good for the interviewee, it\u2019s also good for the interviewer.<\/p>\n Because candidates tend to be less nervous when interviewing remotely, an interviewer can get a better gauge of their expertise and abilities, rather than become distracted by their presentation skills–which may not even be relevant to the job they\u2019re interviewing for.<\/p>\n<\/li>\n Lower Costs<\/strong> – It\u2019s expensive to interview remote candidates in person. You have to fly them in, put them up in a hotel, and pay for their expenses – essentially, making a large financial investment before you\u2019re even certain you want to hire them.<\/p>\n By contrast, video lets you screen candidates with minimal financial investment. At most, you only need to pay for the video conferencing software you\u2019re using, making it far more cost-effective than an in-person interview.<\/p>\n<\/li>\n Wider Talent Pool<\/strong> – Not every company is willing to fly candidates in for interviews. Likewise, many candidates don\u2019t want to travel to an interview on their own dime, even if they plan to move to the city in question. For a lot of candidates, it\u2019s just too big of a financial risk when there\u2019s no guarantee they\u2019ll actually be hired.<\/p>\n Fortunately, virtual interviews eliminate geographic limitations from the hiring process, giving employers a wider pool of applicants to choose from. As a result, they can select the best candidate for the job — rather than an average one that\u2019s geographically desirable.<\/p>\n<\/li>\n Greater Flexibility<\/strong> – When you bring someone in to interview, the plan might be to have them talk to four people back-to-back–so they can meet all the key players in one day and don\u2019t have to return for a second interview.<\/p>\n Although this makes good sense, it\u2019s a scheduling nightmare since ideally, you\u2019ll want to find a block of time that those four interviewers are free back-to-back, so the job candidate doesn\u2019t endure long waits between interviews.<\/p>\n Remote interviewing eliminates the need to schedule back-to-back interviews. Not only does this make the interviews easier to schedule, but it also gives the interviewee a break, so they can run to the restroom or grab a snack between meetings.<\/p>\n Faster Hiring<\/strong> – Virtual interviewing can cut down on the length of time it takes to fill a position. There are a couple different reasons for this. For one thing, you don\u2019t have to look for a 4-6 hour window where all the various parties are free to schedule multiple interviews.<\/p>\n Even if it\u2019s just one interviewer, it\u2019s all too common for interviews to be pushed off until later, because the interviewer can\u2019t find the time to fit them in. However, virtual interviews can be scheduled flexibly–in the evening, on weekends, or at virtually any time of day. Because they\u2019re easier to schedule, the process of hiring someone is shortened.<\/p>\n<\/li>\n Better Recall<\/strong> – When you\u2019re conducting a dozen interviews over the course of a week, it can be difficult to remember what each candidate said. Fortunately, video to the rescue!<\/p>\n Because you can record video interviews, you can easily return to them for review whenever you want \u2026 which definitely comes in handy when you\u2019re trying to reach a final decision about who to hire.<\/p>\n<\/li>\n<\/ul>\n Body Language<\/strong> – A lot of interviewers rely on body language to help them decide whether a candidate is a good fit. Unfortunately, while it isn\u2019t impossible to discern body language over video, it can be more difficult — especially if you don\u2019t have a great connection.<\/p>\n<\/li>\n Bad Connection<\/strong> – As we mentioned in the last bullet point, remote interviews aren\u2019t risk-free, because there\u2019s always the possibility of a bad internet connection.<\/p>\n People working in remote locations or overseas, for instance, might experience slow speeds or buffering problems that can make a remote interview frustrating at best and impossible at worst.<\/p>\n<\/li>\n Additional Staff Training<\/strong> – While IT managers may be comfortable conducting remote interviews, non-techies who are suddenly tasked with virtual interviewing may feel intimidated by video conferencing technology.<\/p>\n While this hesitation can be overcome with training, companies still need to provide that training to ensure that the entire hiring team is comfortable with video conferencing technology.<\/p>\n<\/li>\n<\/ul>\n Interviewing candidates remotely? Have no fear! In this section, we\u2019ll share our tips on how to interview remotely, so you can proceed with confidence.<\/p>\n It can be incredibly frustrating for job candidates to go to the trouble of preparing for an interview \u2026 only to find out that the interviewer didn\u2019t put forth the same effort.<\/p>\n So, in advance of your interview, make sure you know how to use your video conferencing software, and check to see if your mike and camera work. You\u2019ll also want to confirm that your software allows you to record the video, so you don\u2019t have to bother with note-taking while you\u2019re assessing a candidate.<\/p>\n And if other members of your team will be participating in the interview, it\u2019s a good idea to verify that you have the correct permissions to add them to the call.<\/p>\n You want recruits to know what they can expect from the call, so they\u2019re every bit as prepared as you are \u2026 which is why prior to the interview, you\u2019ll want to explain who they\u2019ll be meeting with and how long the interview will take, so they can block off enough time on their calendar.<\/p>\n If you want to go the extra mile, it\u2019s also helpful to give candidates some tips on how they can prepare for the remote interview, such as using good lighting, doing their own mike testing, or troubleshooting Zoom.<\/p>\n This helps ensure that both parties are prepared for video\u2019s technical challenges, so the interview goes off without a hitch.<\/p>\n Although you can book back-to-back interviews with a dozen candidates, we don\u2019t recommend it. Instead, give yourself time between interviews to get up, stretch your legs, go to the bathroom, or grab a snack.<\/p>\n These mini-breaks will help you recharge your batteries, so you\u2019re on top your game even when you\u2019re talking to the last candidate of the day. Plus, they\u2019ll also give you time to record your thoughts about a potential hire before moving on to your next interview.<\/p>\n Distractions can ruin the flow of an interview and even prevent you from getting the information you need to make a decision. So, before hopping on a video call, eliminate distractions by finding a private area to talk, whether that\u2019s your employer\u2019s conference room or a home office.<\/p>\n It\u2019s also a good idea to get rid of any clutter that could be distracting, for instance by making sure your camera faces a blank wall, rather than your unmade bed.<\/p>\n And of course, you\u2019ll also want to minimize background noise as much as possible, so shut your windows, turn off your phone notifications, and avoid running any loud appliances, like the dishwasher.<\/p>\n Finally, if you have pets, make sure you secure them in another room before the call starts.<\/p>\n A good rapport fosters trust, respect, and empathy–qualities that help job candidates open up because they feel more comfortable. As a result, you can get a better sense of who they are and whether they\u2019d be a good cultural fit at your organization.<\/p>\n While rapport may seem easier to establish with someone face-to-face, there are techniques for building good rapport over video.<\/p>\n For instance, before the call starts, take a few deep breaks, so you can get centered. Then, once the interview begins, warmly greet the candidate by thanking them for \u201ccoming in,\u201d offering a virtual handshake, or even giving a little wave.<\/p>\n Interestingly enough, research shows<\/a> that warm greetings like these help form a stronger emotional connection over video than a more neutral welcome, like, \u201cHey, let\u2019s get started.\u201d<\/p>\n Throughout the call, make good eye contact and nod your head periodically, so your interviewee knows you\u2019re actively listening. If you want to go the extra mile, you can even virtually mirror their words.<\/p>\n For instance, if a prospective candidate says, \u201cI was promoted to district manager at my last job,\u201d you might respond by saying, \u201cYou were promoted to district manager?\u201d<\/p>\n Not only does this show interest, but it\u2019s also a great way to get the candidate to offer up more details. Just be careful to use this tactic sparingly, so you don\u2019t overdo it.<\/p>\n Emotional intelligence or EQ refers to someone\u2019s ability to understand and manage their emotions. Typically, people with high EQ are self-aware, able to regulate their emotions, empathetic toward others, and have good social skills. These are the people we say know how to read a room.<\/p>\n The reason it\u2019s so important to assess a candidate\u2019s EQ is because research shows that EQ is actually one of the biggest predictors of job success–no matter what type of job you\u2019re hiring for!<\/p>\n So, to get a sense of someone\u2019s EQ, try asking questions that\u2019ll yield revealing answers about someone\u2019s self-awareness, priorities, and emotional responses, like:<\/p>\n These questions can go a long way toward helping you make a great hire.<\/p>\n Due to the Big Quit, more and more employers are struggling to find the right hires, and the best candidates will typically have multiple job offers.<\/p>\n So, put your best foot forward during the interview by holding yourself to the same standard you\u2019re gauging potential hires by — meaning you\u2019ll want to dress accordingly, behave professionally, and prepare good questions.<\/p>\n You\u2019ll also want to share appealing information about your company, such as its professional development opportunities or collaborative culture.<\/p>\n The latest research shows that in 2022, employees are looking for employers who prioritize their wellbeing, offer them the flexibility to work from home, and share similar values \u2026 so if your company is proud of its accomplishments in these areas, don\u2019t forget to mention that during the interview.<\/p>\n Alright, we\u2019ve reached the end of our tips. Armed with this information, you can go forth with confidence, knowing you\u2019re prepared to conduct a successful remote interview.<\/p>\n Thanks for reading, and if you want more recruitment tips, check out our article, \u201cThe Definitive Guide to Hiring Remote Employees (and How to Find Them).\u201d<\/a><\/p>\n","protected":false},"excerpt":{"rendered":" Remote interviews are all the rage these days, and while they\u2019re really convenient, it can definitely be a challenge to conduct an interview when you can\u2019t meet face-to-face. Fortunately, there are strategies to help you be successful, and in this remote interview guide, we\u2019re going to break them down for you, so keep reading to … <\/p>\n![\"Faster](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/05\/Faster-Hiring.png\")
<\/p>\n<\/li>\n![\"The](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/05\/The-Cons-of-Remote-Interviewing.png\")
<\/p>\nThe Cons of Remote Interviewing<\/h3>\n
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![\"Remote](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/05\/Remote-Interview-Tips.png\")
<\/p>\n<\/span>7 Remote Interview Tips<\/span><\/h2>\n
Tip #1 – Test Your Tech<\/h3>\n
Tip #2 – Set Expectations<\/h3>\n
![\"Back](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/05\/Back-to-Back-Interviews.png\")
<\/p>\nTip #3 – Avoid Overbooking<\/h3>\n
Tip #4 – Eliminate Distractions<\/h3>\n
Tip #5 – Establish Rapport<\/h3>\n
![\"Assess](\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/05\/Assess-EQ.png\")
<\/p>\nTip #6 – Assess EQ<\/h3>\n
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Tip #7 – Remember You\u2019re Also Being Interviewed<\/h3>\n