Given the current pandemic we are faced with, we found it suitable to help ease our clients to move more towards a virtual approach when interviewing candidates.
With so much new software available the interview options are endless. You can choose anything between WhatsApp, Skype, Zoom, Google Duo or even a good old fashioned telephone to do your interview. The choice will purely come down to preference.
So once the choice has been made it would be important to think about the questions you would be asking before asking them to ensure you make the right decision in spite of the slight disadvantage of not meeting the candidate face to face.
When structuring questions it would be important to build in an equal amount of situational questions and behavioural questions into the interview process.
Situational questions tend to measure general job knowledge and Past-behaviour questions tend to measure experience and should give you an idea of what personality traits were displayed by the candidate and as we all are aware “past behaviour predicts future behaviour”
When asking your questions make sure that the candidate understands what it is that you are asking and that you have complete clarity and understanding regarding their answers.
If there is any uncertainty it would be best to address it there and then. As wonderful as technology is it can still cause huge problems with the way communication is received and interpreted. If the position is a key role and requires certain skills or characteristic traits, we would suggest using an online assessment to give you a deeper sense of the candidate’s skills and traits.
During these uncertain times we will have to be more open and flexible with our approaches and make sure that we use all the available resources to make the right decision.