Virtual Interviewing Tips for Hiring Managers

Posted by IntroMagic Team on October 25th, 2021

Before we dive into telling you about the virtual interviewing tips for hiring managers or recruiters, there are a few things to understand first.

Due to the nature of virtual interviews, it is not the same as face-to-face interviews. So, if you’re a hiring manager or an HR professional, you will need a cheat sheet to thoroughly screen candidates during virtual interviews. 

Not because hiring virtually is challenging, but executing virtual interviews requires preparation and some etiquette. 

According to a report by Gartner, COVID-19 has driven companies (up to 86%) to speedily adopt virtual technology to conduct employee interviews. Since companies can work from anywhere, they can find the best candidates for their roles. 

However, the key is finding someone of the right fit. With face-to-face discussion, this was easier but it’s a whole new ball game while facing the camera.

It is important to set the stage before a virtual interview. If you do not want to make the candidate nervous, introduce a little contrast so that the engagement looks slightly informal. 

If the candidate doesn’t want to be interrupted, skip the script and proceed with a conversational approach. This helps avoid scenarios where neither the interviewer nor the candidate knows what comes next. So to make every minute of your watch face count, here’s a curated list of virtual interviewing tips for hiring managers that’ll make virtual interviews a great experience. 

10 Video Interviewing Tips for Hiring Managers

If you are looking for ways to cut costs, these tips will help you find the people who could become the best fit for your company. With COVID-19 norms now changing the recruitment landscape, it’s vital that you get started with these tips.

1. Send invitation and RSVP

Arrange interviews for a certain date and time to give everyone sufficient time to prepare. Send advance invitations to confirm attendees. If recording the interview, ask for written consent in advance to avoid last-minute hassles. 

It’s important to keep everyone involved in the interview informed about the process, the duration, and other information they should know before commencement. 

2. Provide a list of objectives for candidates appearing for the interview

Before the meeting, candidates should have all of the details they need to set up their account and access the platform. They also need to know how to resolve any issues that may arise. 

There is nothing stressful than devices malfunctioning, or networks failing to connect amidst an important virtual meet. Also not having login access is a typical reason for the no-show. Interviewees should be clearly instructed about the fall-back plan in case the primary flops.

3. Choose a secluded place to avoid distraction

You can also select a peaceful location away from people and pets to ensure that you are interviewing candidates without interruptions. A tranquil location not only improves the focus but also lets you be more attentive to what is being spoken. 

While pets are known for prosocial behavior, their presence can be distracting during an interview. To avoid this, you must lock them out for the duration of the interview. 

Also, communicate with your roommates in advance and tell them to refrain from interrupting your rendezvous with the candidate. Using a noise cancellation headset will save you further hassles by blocking unwanted background noise. 

4. Practice what will be asked in the interview

In the pre-pandemic era, all you had to do was schedule a vis-à-vis appointment and judge the candidate for their qualities. Today, it’s not the same anymore. 

Nevertheless, you should expect interviewees to present themselves before the camera on schedule, fully prepared to make the interview more productive. 

Having proper technology in place will minimize the risk of technical issues. A reliable computer is as important as a stable network to ensure meetings are conducted smoothly. 

While a smartphone may be enough for an interview, it should be kept as a final resort because on a larger desktop screen, it’s easy to ascertain how you come across to the person at the other end of the session. 

Also, when several attendees are expected, it’s easier to follow the conversation on a larger screen. Therefore, communicate with participants beforehand and sort out technology needs. 

Before the interview can commence, make sure that all of the necessary documents and materials are in order. This includes the candidate’s resume, cover letter, and most importantly the questions you’ll be posing. 

Aside from your usual job interview questions, consider these questions for virtual interviews. They can help determine if a candidate has the right qualities for the position.

5. Must-ask Virtual Interview Questions for Remote Working Positions

Having clear rules in advance can help minimize the chance of conflict and disagreement. It can also help avoid making the interview awkward. Instead of spontaneously bombarding the interviewee with questions, it’s best to structure the process, questions, and the order in which the question will be asked. 

Start with these questions before moving on to typical ones to gauge the preparedness. 

  • Have you ever used any online collaboration tools?
  • When working from home, how will you draw a line between business and personal life?
  • If you lost your internet connection or suffered outages during business hours, what would you do?
  • To what extent do you rely on your job for social interaction? How will you strike a balance between your need for in-person engagement and your ability to operate remotely?
  • What has attracted you rather than an office to work remotely?
  • Do you think you’re capable of self-management? Why do you think that is?
  • What kind of distractions do you confront when you work at home?
  • When working remotely, how do/would you prefer to communicate with your bosses and coworkers?
  • Do you have a quiet spot in your home where you can work without being interrupted?

6. Maintain positive body language to relieve stress

Virtual interviews are unequivocally important as traditional ones, as they allow candidates to get a better understanding of the company and its culture. Conducting interviews from home is also different from face-to-face meetings. 

While it’s possible to conduct interviews from anywhere, treat them in the same professional manner. While dressed appropriately for the company culture, speak politely, and pay attention to the interviewee at all times. 

While it’s forgivable to occasionally look at the screen, fix your gaze into the camera to give candidates an impression that you’re seated across the desk and paying attention to their words.

7. Outline the company culture to let candidates know your expected standards

Job candidates must have exposure to the culture and overall work environment of your company to gain a deeper understanding of what makes a great fit for them. 

Here are some of the things you can do to provide a walkthrough of what you do at your company: 

  • Describe the values and goals of your organization
  • Explain instances where employees of your organization were united in causes
  • Describe the aspects of working for your organization that employees enjoy the most. This may include the benefits of working for a highly influential client or a success achieved by the collaborative measure
  • Let candidates explore how the staff has worked together to tackle extremely difficult client problems

8. Reveal countersteps taken for curbing Covid-19 spread at workplace

Remember, most job candidates feel uncomfortable asking about COVID-19 risks, so consider sharing how your company has implemented measures to minimize them. 

This will reassure them that your company is taking the necessary steps to ensure their safety. You could elaborate on existing policies and how it is making an impact on on-site employees. 

9. Issue scores for interview performance

By using a rating system or scorecard strategy, you can easily identify the ideal candidates who could be called in for further vetting. In most cases, ratings can improve your chances of finding the right fit candidate.

10. Convey what comes next

After an interview, make sure that your interviewee knows what the next steps are to make them feel more riveted. This will enable them to make sense of the process.

While a firm handshake is more personal, informing them what comes next will reduce the anxiety over whether they are being considered for the position

Bonus Tip: Red flags you shouldn’t ignore

In interviews with the applicants, the red flags that you monitor are nearly the same as those in the vis-à-vis meetings. Additional warning indicators like these could also be observed during remote interviews –

Candidates are behind schedule

When interviewing candidates, make sure that they are interested in the position and can meet virtually at the scheduled time. This ensures that they will be present not just for the interview, but also in future programs where punctuality is non-negotiable. 

Punctuality is also an indicator that the candidate values your company’s culture. While genuine exigencies are possible, interviewees should contact as quickly as possible to notify you of unanticipated circumstances that impede their participation in time.

Lackadaisical behavior or shabby attire

While it’s alright for candidates to dress up in slightly less formal attire for virtual interviews, it’s not a good sign if they’re overly casual in their approach. Virtual interviews are not an excuse to show up in front of the camera in nightwear or athletic apparel. 

Also communicating colloquially and slangy might make their intentions tough to read so pay attention to how candidates are communicating to get an idea of how well they can gel with your corporate culture.

Nervousness while expressing ideas

Candidates accustomed to in-person interviews may feel uncomfortable in front of a video but you may overlook this, but not their ability to effectively communicate ideas. Consider whether candidates find it difficult to clearly express themselves or answer questions carefully. Look closely at how they are expressing themselves and framing answers to your questions. 

Recording amidst distracting background

This can also be a clue that candidates are carefree about the position or your organization. If they have not taken time to arrange the interview space, would they try to reduce distractions when employed remotely?

If you’ve tried the above methods, you’ll find Intromagic’s tool more convenient for virtual interviews.

With the help of Intromagic’s video interviewing platform, HR professionals and candidates can now meet each other without barriers. It’s a simple and secure way to connect with future employees wherever they are.

With a paradigm shift in recruitment strategy, we saw the markets needed a simpler way to abridge the gap left by COVID-19.

Today, virtual interviewing and recruiting is a reality to which many companies are waking up to because it’s seamless and efficient in hunting talent. Why our product is distinct is because it’s free of cost and takes only minutes to configure.

Most importantly, it’s for freshers, and experienced job seekers who are looking for ways to get found and stand out from the pack.

Get Started

With the help of Intromagic’s video interviewing platform, HR professionals and candidates can now meet each other without barriers. It’s a simple and secure way to connect with future employees wherever they are.

With a paradigm shift in recruitment strategy, we saw the markets needed a simpler way to abridge the gap left by COVID-19.

Today, virtual interviewing and recruiting is a reality to which many companies are waking up to because it’s seamless and efficient in hunting talent. Why our product is distinct is because it’s free of cost and takes only minutes to configure.

Most importantly, it’s for freshers, and experienced job seekers who are looking for ways to get found and stand out from the pack.


Get Started

About Us

IntroMagic is a company started with the mission of enabling every candidate to find their dream role by putting their best face forward. We also aim to help recruiters find the best candidate by enabling acceptance of professional video introductions that complement the traditional resume.