Questions for Skype interviews

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Below is listed questions for Skype interviews, what questions should be asked, examples of Skype interview questions and tips that will assist you in conducting a successful Skype interview.

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As part of your hiring process, do you conduct Skype interviews with candidates? You can use these examples of Skype interview questions to screen candidates in order to determine who should be invited for an in-person interview.

In a Skype interview, what questions should be asked

Recruiters and candidates can benefit from Skype when conducting initial interviews. Recruiters benefit from Skype interviews in the following ways:

  • Assess the ability to communicate verbally
  • Check for deal-breakers, such as salary and availability
  • Resume details should be clarified
  • Examine speaking skills required for the role (e.g. the ability to speak foreign languages, assist customers with problems, or deliver sales presentations).
  • Remote interviews with candidates
  • Conduct interviews with distributed teams

In a Skype or video interview, introduce yourself to break the ice. Next, please share a few thoughts about the position To assess candidates’ interest in the position, information about the job is provided (e.g., work schedule, key tasks, and benefits). During this call, you will be able to determine if the candidate should be moved on to the next phase. During the second and even the third round of interviews, Skype calls can be beneficial for distributed teams. Consider the Skype interview to be an in-person interview in this instance. It is possible to gain a deeper understanding of your candidates by asking behavioral and situational questions. Here are some samples of questions you might ask a candidate during a Skype interview:

Examples of Skype interview questions

  • Who or what has most inspired you to pursue this career path based on your studies and work experience to date?
  • When it comes to a healthy work environment, what do you consider to be important?
  • What is your expected income?
  • Would it be possible for you to begin as soon as possible?
  • In what way did the job advertisement appeal to you? If you were interested in the position, how did you become aware of it?
  • Before applying, did you know anything about our company? How did you become aware of this information? What would you like to learn more about if you had the opportunity?

The following tips will assist you in conducting a successful Skype interview

  • Send candidates an email invitation to schedule the day and time of their video interview. Be sure to use the correct time zone if you are located in different time zones. Include the estimated duration, the name and position of the interviewer, and the name of your Skype account. You should add the candidate’s Skype account to your contacts before the interview, in order to ensure you are contacting the correct individual.
  • Make sure your equipment is functioning properly before the interview. You may also wish to choose a quiet corner of the office or a private room in order to ensure that you and the candidate are not distracted by background noises or others in the office.
  • Maintaining eye contact through a computer screen can be challenging, but it is possible. Focus your attention on the camera rather than your screen. Take brief notes if you wish to take notes. During the interview, if you spend most of the time looking away from your candidates, they might feel uncomfortable, which may negatively affect their performance in the interview.
  • Plan your questions in advance, but do not hesitate to go “off-script” and elaborate on something that catches your attention. Please ensure that you and the candidates cover all the essential information both parties need to know at this stage of the hiring process. 
  • Make sure you obtain the candidates’ permission before recording a Skype call (for example, for members of the hiring team). To avoid legal repercussions, it is best to inform them via email and obtain written consent for the recording.

Flags of concern

  • Being late or ghosting. It is an indication that the candidate is not interested in the position if they don’t login on time for your scheduled appointment and/or don’t answer your Skype call (without giving you prior notice).
  • Noises from the outside or a poor signal. The candidate should prepare for the interview in the same manner as the recruiter. There is nothing more off-putting than bad signals, noises, and distractions. It may be possible to suggest an alternative, such as rescheduling or arranging the interview via another application, such as Google Hangouts, if the candidate encounters some temporary difficulties (e.g. with their Internet connection). 
  • Not being formal enough. There is a difference between a Skype interview for a job and a Skype call with friends. Expressions such as “Hey”, “Huh? ” and “Can you repeat that?” indicate that candidates don’t take this interview seriously.
  • Negative body language. You can read candidates’ facial expressions even through your computer screen. While it’s normal to be slightly reserved at first, nervousness and poor communication skills are red flags, particularly for roles that require social interaction.
  • Unprofessional dress code and/or environment. Skype interviews simulate in-person interviews. Candidates might be at home during the call, but their clothing shouldn’t reflect that. Casual clothes and interviewing while sitting on a bed instead of a desk indicate a lack of professionalism.

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