1. Prepare the Right Technology
Before you schedule a remote interview, ensure you have the right tools in place. Choose a reliable video conferencing platform (e.g., Zoom, Microsoft Teams, Google Meet), and check that your audio, camera, and internet connection are functioning smoothly. It's also a good idea to have a backup method in case of technical issues.
Pro Tip:
Provide clear instructions to the candidate on how to access the virtual meeting, and encourage them to test their setup in advance.
2. Create a Structured Interview Format
A well-structured interview process helps keep the conversation focused and consistent across candidates. Prepare a standardized set of questions that evaluate both technical competencies and cultural fit. This structure ensures fairness and helps in comparing candidates more objectively.
3. Minimize Distractions and Set Expectations
Treat remote interviews with the same level of professionalism as in-person ones. Find a quiet, well-lit location, eliminate background noise, and dress appropriately. At the start of the interview, let the candidate know what to expect in terms of format and timing.
4. Focus on Building Rapport
Remote interviews can sometimes feel impersonal, so it's important to make an extra effort to build a connection. Start with a few minutes of casual conversation to help the candidate feel comfortable. Smile, make eye contact (by looking into the camera), and be present throughout the call.
5. Assess Communication and Self-Motivation Skills
In remote work environments, communication and self-motivation are critical skills. Use your interview time to evaluate how clearly the candidate expresses their thoughts, how they manage their time, and whether they have experience working independently or in distributed teams.
6. Incorporate Role-Specific Virtual Assessments
Depending on the role, consider adding a task or assignment that simulates a real-world scenario. This helps you evaluate how the candidate might handle responsibilities on the job—especially useful when you're unable to observe them in person.
7. Use the Right Evaluation Criteria
Make sure your post-interview evaluation criteria include both hard and soft skills relevant to remote work. These may include:
- Technical expertise
- Problem-solving ability
- Communication clarity
- Time management
- Team collaboration
This allows for a balanced assessment of each candidate's potential to succeed remotely.
8. Follow Up Promptly and Clearly
Timely and transparent communication post-interview can leave a lasting impression. Let candidates know when they can expect a decision and follow through. Even if they're not selected, a polite rejection message can positively impact your employer brand.
9. Recognize Internal Interview Panel Contributions
Don’t forget to appreciate your internal team involved in the hiring process. A simple acknowledgment or even spot awards for employees who contribute significantly to successful hiring initiatives can go a long way in maintaining morale and engagement.
10. Continuously Improve Your Process
After a round of remote interviews, gather feedback from both candidates and interviewers. What went well? What could be improved? Use this input to refine your remote interviewing process and enhance future hiring outcomes.
Final Thoughts
Remote interviews are here to stay. When done right, they can be just as effective—if not more—than in-person meetings. By preparing adequately, focusing on candidate experience, and continuously optimizing your approach, you can ensure that your remote interviews lead to great hires.
Want to learn more about keeping your remote teams motivated? Read our guide on how to implement spot awards for employees to boost performance and morale.