Tips for Interviewers Conducting Virtual Interviews
While many of us have experience conducting virtual interviews, the making of final hiring decisions without ever meeting the chosen candidate in person has not been as common until recently. The following are tips to help interviewers navigate the world of virtual interviews.
- Ensure candidates have access to the technology you will be using. Inform candidates in advance if there are specific features you are requiring. For example, raising your hand or the chat feature on Cisco Webex. To avoid distractions ensure all search committee members are also familiar with the technology.
- Ensure the candidate has a private space where they won’t be interrupted, to participate in the interview process. If they do not have access to a quiet and private space, work with Human Resources to identify and provide that space on campus.
- Ask all candidates whether a transcriber or ASL interpreter is required for the interview process. If so, arrange a resource by contacting firstname.lastname@example.org.
- Designate one panel member to “chair” the interview (usually the selection committee chair or HR representative; this will help organize the interview and avoid multiple speakers at once.
- Remind of committee members that technical interruptions (i.e. lagging, connectivity, etc.) during the remote interviewing process should not be considered in the formal interview performance evaluation.
- Allow candidates the opportunity to log in, test equipment, and practice how the environment feels.
- Offer the candidate an opportunity to arrive prior to their interview time. Consider posting the interview questions in the chat function or via share screen function.
- Provide a list of the names of selection committee members in advance and ensure to introduce all of the committee members prior to commencing the interview.
- To create an on-campus experience, a good idea may be to provide a remote tour of the office space or share videos of their co-workers talking about their areas of expertise and work culture.
- Review content on unconscious bias provided during your training on the Recruitment and Selection of Non-Academic Employees policy, and be aware of any stereotypes you and your colleagues may hold. Contact email@example.com if additional unconscious bias training is desired.
- Consider privacy regulations in the remote interview process. If the virtual interviews are recorded, all applicants must be informed that they are being recorded and notified why they are being recorded.
- Have a plan in case a disconnection or other interruption occurs. Ensure the candidate’s phone number is available and let all candidates know before the interview process how interruptions will be handled.