In last month’s blog, we explored considerations for offer negotiations in a hyper competitive talent space. As we continue to delve into what it takes to be an employer of choice, we cannot emphasize enough how important the candidate experience is, particularly in the interview stage.

Now that we have spent the past two years working from home or with flexible schedules, we are all experienced in virtual meetings. We would expect that at this point, most companies have established processes that provide a seamless candidate experience in a virtual interview, correct? However, this is often not the case.

Whether its Zoom, Teams or any other virtual meeting platform—we have weathered the learning curves of using new technology, adjusted to sharing our screens (and confirming that others can see it!), and learned to manage engaging conversations with our teams and customers through our monitors rather than face to face. We have all witnessed or participated in those virtual meetings gone wrong—how can we forget the BBC interview interrupted by the child coming in behind the commentator or the various pets who’ve announced their presence on team calls.

While the world is returning to the office and in-person meetings, many businesses have made the decision to continue with virtual interviews as a part of their hiring process. A recent survey from the Society of Human Resource Management reveals that 41% of businesses plan to continue with a combination of virtual and on-site interviews, while another 23% plan to move forward with only virtual interviews. In addition to the time and costs savings of virtual interviews, it also allows for a broader talent pool with no geographic limitations, leading to increased diversity in the pool and, in some cases, a faster turnaround of hiring.

Challenges with virtual interviewing
As with any technology tool, virtual interviewing does bring its own unique challenges. One new concerning trend we are seeing is of imposters participating in the interviews. Last month, one of our clients expressed concern that the person who participated in their panel interviews was not the same as the person they interviewed earlier in the process. Further investigation by our team led to the discovery that the candidate asked someone else to participate in the first interview to ensure they moved forward to the next round.

Steps can and should be taken to ensure interviewers are connecting with the right candidate—you can ask for permission to take a screenshot of the video, or proof of identification. Recruiters should prepare candidates for such requests to ensure they’re not caught off guard.

Creating an excellent human experience online
The other challenge of virtual interviews is replicating the personal connection and human experience we have during a face-to-face interview. During the interview itself, ensure that you stay focused on the candidate. You can be easily distracted by emails and chat notifications on your screen. Consider simple things, like closing all programs not being used to allow your focus to remain on the candidate. It can be more difficult to establish rapport with someone in a virtual call—keeping free of distractions and ensuring the candidate has your full attention can go a long way in making the candidate feel engaged in the call, which translates to an excellent candidate experience.

Consider how you can orientate candidates into your business virtually—on-site you might conduct a site tour, introduce them to team members, but how would this play out in a virtually? It may be useful to prepare materials such as a one-pager or slide showcasing relevant information about the business that can be shared on the screen or sent after the call. One client prepared a 2-slide deck that outlined the connection of her team to others in the business, as well as provided information about the site and the location. She would show this during the call to help frame the conversation of the interview and candidates provided feedback that it was a helpful in light of not being on site.

Moving forward with virtual interviews
As we have seen in other areas of the business, it’s likely that virtual interviews will become increasingly part of the recruitment process. In this tight talent market, we must continue to be agile and adapt to changes in recruitment, while being mindful of the candidate experience. We must be intentional in creating an interview process that protects the business while also supporting the human experience and connection with candidates. Emotional intelligence and empathy play a crucial role in creating a positive candidate experience and positioning one’s organization as an employer of choice. 

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Vector Partners was founded in 2021 by Neil Kelly, a talent acquisition specialist with extensive experience in the pharma CDMO sector. Vector focuses on building sustainable growth through creating the right talent acquisition approach to build the talent needed to drive businesses forward.
neil.kelly@vectorpartnersta.com; www.vectorpartnersta.com