Best Practices for Video Interviews in the Midst of COVID-19

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Amid the recent outbreak of the Coronavirus - also referred to as COVID-19 - many organizations are opting to go remote in order to slow the spread among their employees, students, and travelers. Companies like Twitter, Microsoft, and Apple are heading up the shift. So far, school districts, professional sports leagues, food service companies, and nearly every other industry has been affected. 

The good news? With today’s technology, this doesn’t necessarily have to halt business operations like interviewing and hiring. In order to prepare yourself for the change in scenery, we have compiled some key strategies for video conference interviews. 

Use a reliable computer, not a mobile device.

Use a laptop or desktop computer; avoid using phones or tablets for a video conferencing call. Test the internet connection, speakers, microphone, and software. Use a high-quality webcam and a headset, if possible; headsets reduce background noise and improve audibility for both interviewer and candidate.

Use a Computer, Not a Mobile Device

Test out the technology.

Become familiar with the video call software in advance, under the same circumstances as the interview. Companies may use Skype, Google Hangouts, Facetime, or another platform. Download the interviewer’s preferred software and allow plenty of time to practice using it. The username (e.g. jonsmith1), display name (e.g. Jonathan Smith), and profile image should all be simple and professional.

Skype interview tips

Skype Icons

Although the conversation is the most important aspect of the interview, technical issues and poor sound quality can lead interviewers to subconsciously form a negative impression. Use a fast, reliable internet connection. If a technical issue arises during the interview, address it immediately rather than risk a miscommunication.

Check for software updates and close all other programs.

Some computers automatically restart when they install updates. Do not chance the computer unexpectedly restarting in the middle of the conversation! Before the interview, install any updates and make sure that no automatic restarts are scheduled. Close every other program other than Skype during the conversation, especially ones that generate noise, pop-ups, or notifications. Candidates should send a clear signal that the interviewer has their undivided attention.

Do a mock interview.

Do a Mock Interview

Practice with a friend or Blue Signal recruiter to gather feedback and make adjustments. Nuances that are otherwise unnoticed can stand out during a video call. Give the friend practice questions to read, and have them evaluate body language, expression, voice, and the content of the response. Check for distracting behaviors, such as staring down at the keyboard, fidgeting, the use of filler words such as “um,” or distracting hand gestures. All of these behaviors are harder to moderate when the audience is on a screen instead of in the room.

This is also a good time to practice a confident, enthusiastic delivery of responses. Record answers, if possible, and gauge whether they need revision before the interview. The interviewer only has one chance to hear the answer to a question!

Create a desktop folder of reference documents.

Some reference documents and notes can help to move the conversation forward. For instance, supporting documents such as sales figures may be handy to have during the conversation. Save documents to a new, dedicated folder on your desktop. During the adrenaline-filled moments of the interview, this will avoid a frantic search to find a key piece of information.

Use notes.

Aside from a desktop folder of helpful documents, keep a separate printed set of notes. This includes a resume copy, a quick reference sheet of company research, the job description, and any other key facts. Keep notes organized and easy to read; large blocks of text are difficult to glance through quickly and may result in the candidate frantically shuffling through pages or losing focus as they look for the fact they were trying to find.

One advantage of Skype interviews is the ability to use notes. Keep them out of view of the webcam and avoid shuffling them or reading off of them during the interview. Conduct the same level of research that would be appropriate for an in-person interview.

Put the camera at eye-level or higher.

Looking down into the camera creates an illusion of a double-chin, while looking up into a camera emphasizes confidence and compliments cheekbones and jawlines. If necessary, raise the level of the laptop by placing it on a box or stack of books (make sure they are sturdy, first). Before the videoconference, test out the camera and adjust it to the optimal height, angle, and distance.

Maintain eye contact with the camera, not the face on the screen. Be certain that the camera is at the top of the laptop to make this more natural. Looking directly at the camera gives the illusion of making eye contact with the interviewer while looking at the screen gives the impression of looking away from the interviewer’s eyes.

Choose an appropriate background.

A bare, solid-colored wall makes the best background. No controversial or confidential material should be in view of the camera. The interviewer will want a clear, unobstructed view of the candidate’s face and shoulders. When in doubt, sit farther back.

During the interview, the goal is for the interviewer to focus on the conversation, not the surroundings. If the background is distracting, it will detract from the content of the conversation. Well-lit rooms are preferable, but avoid very bright lights and sitting close to a window. Sunlight can cause a glare that makes it difficult for the camera to adjust to show the candidate’s face.

Dress for success.

Candidates should prepare their appearance as they would for a face-to-face interview. Keep body language neutral and positive, and avoid fidgeting. Body language is more difficult to read over a video call, so smile and engage the interviewer clearly.

Dress for Success

Smile, smile, smile.

Smiling has countless positive benefits. It is scientifically proven to calm nerves and lower stress hormones in the bloodstream. Smiling conveys openness, attentiveness, and interest. Enthusiasm is contagious, and it will encourage the interviewer to engage and show interest in the conversation.

This market adoption of work-from-home alternatives may signify a shift in the way the world goes to work, and is especially beneficial during the trying times of a health crisis like the Coronavirus. Whether temporarily operating from your home desk - like for an interview - or making your home office your own personal HQ long-term, the above tips are applicable for all WFH situations. Stay healthy out there! And for further professional hygiene checkups, reach out to one of our qualified Blue Signal recruiters. 

To download further interview tips and information, follow this link to our comprehensive interview guide. 

How Successful Hiring Managers Prep for Interviews

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Many hiring managers think of the in-person interview as a meeting where it is the candidate’s responsibility to impress them. However, an effective hiring cycle is a process that starts with attracting applicants, followed by identification of candidates, evaluation, selection, and acceptance. In a candidate-driven market, a hiring manager must also impress the candidate, because the best candidates do not need to make a move.

 

Set up a pre-interview call with their recruiter.

Hiring an employee is a huge investment of money. Most interviews last only an hour or so, which doesn’t give the hiring manager much time to make such an important decision. Never waste time during an interview by asking basic questions that a recruiter can answer. A day or so before the interview, spend time on the phone with the recruiter to gather details about the candidate. Cover all logistical information such as salary expectations, relocation, and potential resignation difficulties.

Questions to cover during this call:

  • Why do they want to make a move?
  • What are they lacking in their current job?
  • Why this firm?
  • What concerns do they have?
  • What is most important for them to learn?

 

Look at the physical office space through their eyes.

What will the candidate see when they walk into the building? Is the space dated or cluttered? Just as a candidate’s outfit should create a professional first impression on the interviewer, the physical office space should create a professional first impression on the candidate. Use the office space to sell the candidate on the job. Reserve the best conference room available, and showcase selling points such as new technology or state-of-the-art workspaces. Make sure that clutter is out of the way and that the office is on its best display.

Greet them warmly when they arrive.

Prep all staff to receive the candidate warmly and professionally – few things are more disorienting to a candidate than a receptionist who was not expecting them and has to fumble to figure out where to send them. While some firms ask candidates to fill out forms when they arrive for an interview, try to minimize paperwork, as it eats up valuable interview time. Expect them to arrive 5 to 15 minutes early and be prepared accordingly.

Hiring managers - interview prepWhen they arrive, offer them bottled water, coffee, or tea. Instead of having the receptionist send them to find the office through an unfamiliar building, walk down to meet them personally. Make pleasant small talk on the way up to the office, and compliment them on something. The interview should be in an office or private conference room, and all devices should be switched off or silenced. Have their resume printed out and a notepad ready for jotting down a few notes.

It is a nice gesture to give the candidate some printed materials to review after the interview, or even some small company-branded items.

 

Balance talking and listening.

In interviews, the person who does the most talking usually has the most positive impression of how the interview went. Aim for a 50/50 balance of talking versus listening.

Resist making a snap judgement in the first 3 minutes, which is the time that the subconscious usually kicks in to make a “gut decision.” Open with some friendly selling points about the job and the company that the candidate may not have discovered during their research, and avoid the temptation to open with hard-hitting questions. Stay positive, and get a complete understanding of the candidate’s history, work style, and accomplishments. Have a strategy and an outline of which questions to ask.

Salary is best discussed through the recruiter. Verify the candidate’s current compensation if necessary, but do not negotiate in the early stage. The candidate does not yet know if they want the job. The point of this meeting is to gather information and to make the candidate want the job.

 

Afterwards

At the end of the interview, clearly articulate the next steps and the timeline. Follow up with the recruiter within an hour of the end of the interview to discuss how it went.

The overall point of the hiring cycle is to decide whether a candidate is a good fit for the organization, but the goal of an interview is to make the candidate want the job. A hiring manager might get all the information that they need to make a decision, but if the interview turns the candidate off, there is no chance of a hire. Presenting the job in the most positive light will attract the best candidates and encourage a high level of motivation from day one.

 

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