Overcoming the Challenges of Hiring Virtually

I enjoy working in person because of the engagement and collaboration opportunities this presents. I also know that many prefer remote work, eliminating commute and providing a different type of flexibility. Remote and hybrid work are here to stay as a result of the pandemic. This means that 93% of employers conduct job interviews remotely. In some cases, this shift has transformed the entire operating model, with 16% of companies operating completely remotely without a physical office. This shift towards a geographically agile working model has dramatically impacted HR processes, transitioning a lot of hiring online. Hiring remotely presents several challenges that can be mitigated with a thoughtful approach and leading best practices.

Make the logistics simple.

Create a one-pager that outlines what the candidate needs to do and know. Instruct the candidate to test their internet connection and the video call tool (Zoom, Teams, etc.) you will be using. Use Calendly or another tool to make it easy for the candidate to schedule the call. F

Testing for fit: make the candidate feel comfortable.

It can be hard to read people online. Research shows that 55% of communication is through body language and facial expressions, which makes the experience challenging for the interviewer and the candidate. It  can be harder to assess overall company fit remotely.

The airport test is still important. Whether in person or virtually, we still spend a lot of time with our colleagues. Ability to fit in with the team is key. The airport test is less about the specific questions asked and more about the interviewer assessing and asking themselves the question: do I want to work with this person?

Virtual interviews need to start casually. I’d suggest starting with something personal that shows that the interviewer is a human. Get the candidate comfortable and give them a chance to reciprocate. Make an effort to get to know the person. Ask them what they like to do for fun.

Testing for technical skills: talk through a real work problem.

Every role has required technical skills. It is always helpful to understand how candidates think. In the pre-pandemic world, whiteboarding was common in interviews. While there are online whiteboarding tools that could be used, those are often novel for candidates and present additional unnecessary complexity to the process.

Some companies like to send an assignment prior to the interview. This can create significant additional work for the candidate and may encourage candidates to “call a friend” but is often seen as a useful exercise for more technical roles. Some candidates are (understandably) discouraged by this practice and the time commitment involved.

I would suggest talking through a business problem that can happen on the job. For a data role, talk about a data analysis problem. For an HR role, talk about how a candidate approaches performance reviews. For a finance role, dig into a profit and loss statement. One way to improve engagement in such an exercise is to share screen and open a spreadsheet, with the interviewer asking questions and taking notes while walking the candidate through the exercise. This can be a great opportunity for both sides to see what it is like to work together.

Good onboarding is key to employee success.

Research shows that 20% of turnover occurs within the first 45 days and a lack of in person onboarding could leave new hires feeling isolated and forgotten. It is often harder to ask for help remotely and also see when a new team member really needs it.

I suggest having a document that clearly outlines the first week of a new hire, with the meetings and the objectives of those meetings. Put the meetings in the calendar right when the candidate starts to avoid confusion. Have clear goals for each week, potentially introducing 30-60-90 day goals. Align the new team member on expectations. Great HR software can help clearly outline onboarding tasks and distribute them to team members, while potentially introducing check-ins with new employees.

A thoughtful and well-executed virtual onboarding plan can effectively engage new hires and set them up for success.

Streamline everything you can.

Many of us have experienced bad interview processes. I definitely have, as a candidate and an interviewer. Steps can be unclear and candidates can be lost in the shuffle. We often forget that interviewers are also being interviewed by candidates, who are selecting their place of work.

I suggest outlining the hiring process for all the interviewers to know. Identify their roles in the process. Have a clear purpose for every individual involved. Your process shouldn’t have 7 rounds with 10 people - that will end in 2027. Have a clear owner, in either the recruiter or reporting manager. Use an applicant tracking system to move the process forward, track candidates, and gather team feedback.

We can all do better in the hiring process. While hiring virtually has created new challenges, it has also allowed us to tap into a much larger talent pool. Let’s not forget that the interview is a two-way assessment and help all stakeholders in the process. 

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