In your hiring process, do you use video calls to interview candidates? The following examples of online interview questions will assist you in screening candidates to determine who should be invited to an in-person interview.
What are the benefits of conducting an online interview with candidates?
With the advancement of technology, companies are able to conduct online interviews with candidates using simple tools.
Hiring managers benefit from online interviews with candidates in the following ways:
- Make interviewing candidates and interviewers more efficient when they are in different locations
- Early in the hiring process, identify deal-breakers
- Conduct an evaluation of communication skills, especially for roles that require a high level of oral communication
- Establish a relationship with candidates by clarifying resume details
- Incorporate skills assessments into the interview process by providing instructions
Here are some examples of questions to ask candidates during an online interview
- How did you become interested in this field?
- Is it more convenient for you to work in a team or individually? Why? I would appreciate it if you could provide me with an example or two from your experience in either scenario.
- How much do you expect to earn?
- Could you please let me know when you would be able to begin?
- Is there a particular reason why you decided to apply for this position? In what ways can you contribute to our team’s success, and what are your goals for this position?
- Please describe a challenging work project you have completed. The obstacles you encountered, what you did to overcome them, and how did this experience help you to grow as a person?
- In your current or previous position, describe how you have used/used X software.
Here are some tips for conducting a successful online interview
- The same guidelines apply to scheduling an online interview as they do for an on-site interview. Please let the candidate know that you are available and set a specific date and time that works for both of you. Ensure that you provide candidates with necessary information, such as the name of the interviewer and the estimated duration of the interview.
- Give candidates clear instructions about the process. Exchange account information if you’re conducting an interview via Skype or send candidates a link to log into the interview. If you and the candidates are in different locations, point out correct time zones to avoid confusion.
- Choose a quiet corner in the office or a private room to conduct your online interview. Make sure your equipment is set up well in advance of the interview. Make sure your camera and microphone are working properly by conducting a sound check.
- Focus on the camera rather than your screen so that you appear to be speaking directly to the candidate. It is difficult to maintain eye contact while working on a computer screen. In order to take long, detailed notes, you will need to look away from the camera. It may make candidates feel uncomfortable and adversely affect their performance during interviews.
- You should keep the relevant file on your computer in an easily accessible location if you intend to send candidates an assignment. Before the interview, practice screen-sharing if you wish to present a presentation.
- You may want to record the calls instead of briefing the hiring team about the video interviews. The first thing you should do in this situation is to obtain the permission of the candidates. To avoid legal repercussions, it is best to inform them by email and obtain their written consent.
Flags of concern
- Absence or lateness. During the scheduled time, candidates who are interested in the position will log into the interview or respond to your video call. You will be notified as soon as possible if something urgent has arisen and you may need to reschedule your interview.
- Distractions and external noises. In order to conduct a successful online interview, it is essential to create a quiet environment without distractions. Your attention is diverted from the candidate by people walking by, ringing phones, and cluttered backgrounds. You can tell a great deal about your candidates’ professionalism by their level of preparation around these obstacles.
- There is a casual appearance or behavior. Professionalism should be maintained during online interviews. It is clear from candidates’ casual expressions (e.g. “Hey!”, “Huh?” and “Say again?”) and unprofessional dress code that they are not serious about the interview – and possibly not interested in your company as well.
- There is a visible discomfort. In an online interview, candidates should ultimately be able to express themselves and speak naturally about the position and their experiences, although it may be easier to break the ice in a face-to-face interview. When it comes to positions that require strong communication skills, being reserved, mumbling, and providing one-word answers are red flags.
