Utilising video technology for interviewing: Adapt your approach to communicate with candidates remotely

One of the most fundamental shifts in the recruitment process as a result of the global health emergency is a pivot towards the utilisation of video technology to conduct interviews. At Michael Page, we have been utilising video technology for a number of years, allowing us to assess multiple candidates for roles remotely.

However, with the Government’s social distancing guidelines stating that people should avoid unnecessary in-person contact and isolate their households, there is now a need to use video interviewing for all stages of the process, whether this is one, two, or even three stages.

So, how do you do this successfully?

Widen your technology options

There are numerous options in the market for video calls, including Zoom, Skype, and Microsoft Teams to name but three. Rather than adopt one platform over the other, it is worth having access to as many as possible, given that not all professionals will have access to the same platforms themselves. If your company does not already have a preferred video technology provider, speak to your IT team as soon as possible. This is important as you will need to ensure that the platform(s) you adopt are compliant with your internal IT security and can be configured for use on your remote cloud systems.

Adapt your interviewing approach

Even the most experienced hiring manager will need to adapt their approach to interviewing when pivoting to a remote model.

Although many of the video interviewing platforms generally offer good visual and audio quality, it will never completely replicate being in the same room as someone, reacting to facial and body language cues and building rapport.

While you should be cognisant of the limitations of video interviewing, try not to see it as too much of a barrier. An interview should run in much the same way as it would in person, allowing you to cover off the fundamentals around assessing competencies and asking questions on experience and team fit. Do not be afraid to incorporate an element of informal conversation, just as you would in person to break the ice and get to know a bit more about the candidate’s personality.

Ask questions about remote working

One of the key questions to ask is how the candidate would feel about working remotely for the initial period of their employment, until Government restrictions on social distancing have been lifted. They may even have examples of how they have been approaching this in their current role or have experience of flexible or dynamic working where homeworking was offered by an employer. Of course, a lack of experience of home working should never be a deal-breaker when hiring a candidate, but it is important to understand how a prospective employee would approach this in their new role.

Top tips for video interviewing

Power, connection, and your device

It may seem obvious, but if you are using a laptop make sure that it is properly charged or plugged in throughout the interview. You do not want to get cut off in the middle of your conversation. Make sure you choose a location with a reliable internet connection too. Laptops and desktops are preferable to tablets and mobile phones, although be aware that not all candidates have access to every type of technology – so do not be afraid to adapt to interviewing on a smaller device if need be.

Light, background, and what to wear

Try to arrange your space so that there is a good source of natural lighting. Otherwise, ensure you have strong lights overhead and slightly behind. Shadows can make you look strange and your interviewees will want to see you clearly. A plain, light-coloured background is best. Avoid setting up in front of your feature wallpaper, bookcases, or posters.

Treat the video interview in the same way as you would a normal interview. Do not dress down in a t-shirt and jeans just because you are not in a formal setting. You need to look as professional and put together as you would if you were meeting face-to-face.

Distractions

You need to be away from all distractions when you sit down to conduct an interview. Choose a quiet room somewhere and make sure that any people who are around are aware that you should not be interrupted.

Camera

Make sure your camera is set in line with your eyes. If it is too high, your interviewees will see the top of your head and if it is too low your face will be distorted. You want them to be able to see your head and shoulders clearly, so do not sit too close or too far from the camera.  

During the interview, do not make the mistake of looking at the person on the screen. Yes, when they are speaking to you, you should be picking up on body language signals, but when you are asking questions, try to look into the camera.

Pause before speaking

Often on camera, there is a delay. Like on news broadcasts, it is a good idea to wait a few seconds before responding to a question in case there is a delay. You do not want a situation where you accidentally end up cutting off your interviewee mid-sentence.

“Since the Government’s social distancing measures were introduced in March, many of our clients have been adopting video tools to continue processes. We can help with this, particularly during the earlier filtering stages. Some companies have also expedited the decision-making process, by foregoing or shortening the final senior stakeholder interview – providing the hiring manager is confident enough in the candidate.”

Julien Gibert, Senior Executive Director, Michael Page Switzerland

“This is a terrible situation but it’s also an opportunity for organisations to start moving with technology and utilising it for the future. Some companies have been working like this for years – dynamic working attracts dynamic talent. Law is one of the most ‘traditional’ professions and could do with a shakeup. Maybe this is what we need to get the profession to embrace technology and adapt their businesses and recruitment processes going forward.”

Nicolai Mikkelsen, Executive Director Michael Page, Switzerland.

Are you currently recruiting candidates remotely? Download our free eBook "Running your recruitment process remotely: A complete guide" now to get more practical tips for both online recruitment and onboarding.