We have a bank of questions to ask at this point, but we always update and add new ones along the way. Hiring and onboarding global talent comes with a lot of steps and process that may be new to your company. One of those steps is making sure you’re compliant with global laws and regulations for countries where your employees live. An employer of record — like Velocity Global — can step in to help.

Managing your time, collaborating from a distance, and troubleshooting technical difficulties are valuable skills. This means decoding the job listing to determine which skills, qualifications, and achievements are most attractive to the employer.

Email Candidates Useful Information Before the Interview

If you or the candidate are working from home, a common issue that can arise is bandwidth. If multiple people are online in a house at the same time, this can occasionally cause delays with video conferencing tools. To address such issues, you can opt to disable the video function on the application you’re using during the interview. This way you’ll still be able to maintain a conversation with the candidate, albeit without the visuals. Alternatively, you can reschedule the remote interview at a time when fewer people are online. Video conferencing technologyenables hiring managers to ascertain more important details by viewing their interviews directly, as opposed to traditional phone interviews. It has also been proven that most interpersonal communication is nonverbal.

• Keep your pipeline moving with Video Interviews, a premium one-way screening tool from Workable.
• Staying in frequent contact is also a good way to collect feedback you can use for future interviews.
• Setting up a part-time contract may seem like a lot of effort, but it is a lot less effort than hiring a candidate that doesn’t fit in your organization.
• They would ultimately be very disappointed working for Packlane if we were to hire them.
• It’s the same process as office hires, except that we do video interviews rather than in person.
• We do between 2 to 4 interviews with each candidate with a pre-screening questionnaire and email exchange before these interviews.

During a video interview, you can already spot communication skills. Even through a https://remotemode.net/ screen, you can study body language and the attention in answering your questions.

Make the interviewer accountable.

You can frequently use these tools to set up automated email and text reminders to ensure that candidates do not forget to attend. It is easier to forget about a virtual appointment than it is to forget about an in-person appointment. Schedule all of your interviews in advance so that candidates are aware of the date, time, and duration of the interview. Back-to-back appointments will also serve as a reminder to stay on track and adhere to appointment durations.

Can you think of a time when you needed to be proactive about researching how to do something? As lovely as rolling out of bed and into your desk chair might sound, remote work does have some downsides.

Proactively seek a more diverse pool of candidates.

This is a time when either party can walk away without any hard feelings. From the first screening, through a project review, and to final interviews. I’ve even begun asking for videos as part of the application process so I can get a sense of the applicant’s personality before we meet. Most interviews are conducted via Skype, Google Hangouts, or Zoom. We have UX Designers send samples, portfolios, references, etc., then engage in 1-2 paid trial projects.

We look for experience working remote and/or very realistic expectations about what it means. If an applicant expects a completely flexible schedule or that they’ll be able to care for a very-dependent dependent during their workday, it’s not a match. I’ve noticed that many people who don’t have experience working from home think that it’s a dream, that they’ll never be stressed or be asked to 100% focus. They would ultimately be very disappointed working for Packlane if we were to hire them.

Present yourself well through your attire and background.

Rather, it’s a poorly organized ‘meet and greet’ with potential candidates. You’re not just meeting another person, you’re analyzing whether that person has the necessary education, remote interview meaning training, and skills to adequately represent your brand. Furthermore, you’re gathering evidence to determine if that person possesses the values that align with your company.

Indeed, candidates are four times more likely to return to your company for future job opportunities after receiving constructive feedback from you previously. Aside from preparing questions, refresh yourself on the job description, the requirements, and responsibilities to ensure that you and the candidate are on the same page. Start by explaining your company’s core values and how this informs your workplace culture. Demonstrate the behaviors that you expect your employees to possess for each value, and provide best practice examples to help them to understand what you mean. One of the reasons that a connection may be lost could be as simple as a battery dying on a smartphone or computer. Therefore, allow the candidate time to switch devices or recharge their existing device before you attempt to reconnect. And try not to hold any technical issues against the candidate; simply because they may not have a fast internet connection or access to the latest technology.

Remote Job Description Tips

We’ve put together some tips for building a seamless remote interview process. To run live video interviews with candidates, you can use popular tools such as Zoom, Google Hangouts and Skype.