Virtual Interview Tips

March 30, 2020 Skye Trubov

In these times of unprecedented disruption, most businesses are moving to virtual and video interviewing - as opposed to telephone or face-to-face hiring. Some are doing this for the first time. Whatever your video-conferencing platform may be, here are some top tips for delivering a reputable virtual interview to your candidates.

Top tips for managing interviews on a video-conferencing system:

1. Mind the tech: it may seem trivial, but some simple reminders will ensure a smoother experience.

  • Device plugged in? Sound working? Headphones handy? Surroundings relatively quiet?
  • At the start of the session, allocate five minutes to check that the candidate has their tech working properly.
  • Have a plan B. If the system fails, make sure you have a contact number for the candidate so you can ring them direct.

2. Check your bias: don’t let tech problems spoil a good interview.

  • You will be familiar with the regular types of bias to watch out for (e.g. halo/horns effect, confirmation bias, various stereotypes) but during this adjustment period, be aware of ‘spill over effect’. Do not let something like a poor connection get in the way of a candidate’s evaluation. If you have a bad tech experience (e.g. sound cutting out), be mindful that this experience doesn’t ‘spill over’ into a negative view of the candidate. In other words, make sure to separate the experience of delivering a virtual interview from the interview itself.
  • Aim to take notes on the content of what the candidate is saying and identify key behavioural traits. This will help to keep bias at bay.

3. Virtual eye contact: try and send the right messages with virtual visual cues. This is because you won’t actually be able to make eye contact.

  • It may feel unusual, but when you are talking, try to look at the little camera as it will visually appear that you are speaking directly to the candidate.

4. Stay focused: distractions will be obvious to the candidate.

  • Make sure to close down all other applications on your computer so that you are not distracted by incoming messages.
  • If you are typing notes, try to use a separate keyboard as it will be very loud at the other end.

5. Have fun and be yourself!

  • Don’t let virtual reality obscure who you are in real life. Although you may not be in your office, remember that you are still promoting your employer brand.

Do you want to learn more about video interviewing? Read our white paper The Case for Video Assessments: Best Practices to Ensure a Data-Driven Candidate Selection Process.

Disclaimer: This document has been provided as an informational resource for Aon clients and business partners. It is intended to provide general guidance on potential exposures, and is not intended to provide medical advice or address medical concerns or specific risk circumstances. Due to the dynamic nature of infectious diseases, Aon cannot be held liable for the guidance provided. We strongly encourage visitors to seek additional safety, medical and epidemiologic information from credible sources such as the Centers for Disease Control and Prevention and World Health Organization. As regards insurance coverage questions, whether coverage applies or a policy will respond to any risk or circumstance is subject to the specific terms and conditions of the insurance policies and contracts at issue and underwriter determinations.

About the Author

Skye Trubov

Skye is an organisational psychology consultant with years of international experience in designing effective talent solutions for clients across industry. Her areas of expertise focus on digital assessment, transformation and change, talent strategy, and talent analytics; measuring capability to drive performance. As a senior consultant with Aon’s Assessment Solutions, Skye works with clients on selection and development initiatives to drive organisational growth and productivity. Throughout her career, Skye has delivered scientifically-driven solutions translating into real returns for individuals and for the business. After moving to London in 2014, she led the psychology function for a technology company delivering app-based assessment and has worked on a number of assessment-focussed projects as an independent consultant.

Follow on Linkedin More Content by Skye Trubov
Previous Article
Mind the Employability Gap
Mind the Employability Gap

Admissions are going down year on year. Those graduating are not being considered employable enough to join...

NEXT FEATURE
Why Transparency Is Essential for AI-Augmented Talent Assessments
Why Transparency Is Essential for AI-Augmented Talent Assessments

3 reasons transparency needs to be a priority when you use AI-augmented talent assessments