Remote Recruitment – Making the Most of an Interview with Your Candidate
The way that we work has completely changed over night. This is also changing the way in which we recruit and interview new staff. With the government proposing the reopening of building sites imminently, immediate starters and contractors are suddenly in high demand. Many of us will be carrying out remote interviews for the first time. This may mean new uncertainties or worries for studio managers and small business owners tasked with the responsibility of assessing candidates without the opportunity to meet in person, shake their hand and intuitively decide whether they are right.
Below is a simple guide to help make the most of a remote interview, delivering as much info as possible within a fixed 40 minute window.
Whether face-to-face or remote, how candidates choose to present themselves in interview is going to be something you will want to pay close attention to in assessing whether or not they are a fit. If you need a client facer, this is particularly important. This extends to how they present their portfolio. You should both have a copy in front of you that is clear, organised, and easy to go through and discuss together. Their ability to talk you through this should not be compromised despite them not being in the room.
Attitude and demeanour are also key here. Ensure you are completely clear about the candidate you are looking for and the role they will need to fill before carrying out the interview. It may be the interviewee is reserved and quiet, but this will be ideal for a technical support role. Alternatively, you may have a candidate who is warm and extravert, and may not be suited to a role where ultimately they will have little interaction outside of their own immediate team.
The key to a thorough interview is preparation. Know the person you are looking for – understand the role and responsibility’s they will be required to carry out on a daily basis. Liaise with your recruitment consultant to understand the market and salary brackets. Often it may be there is a current member of staff doing really well, and what is needed is effectively a carbon copy of this person. While this may seem like a long shot, having a person with the same skillset and background as the candidate you’re looking for may also provide a useful form of measurement. during interview.
4. Cast a wide net
There is always that one CV, ‘should we or shouldn’t we interview?’ Go with your gut. While the question mark candidate may not warrant the directors time in a full, formal interview, if uncertain, there is nothing to lose by picking up the phone and having a conversation. Alternatively, forward the candidate some questions and ask them to send a video of their response. This in itself will act as a mini interview and may sway the decision either way. Often a candidate who may not jump off the page may transpire to be a great fit after a conversation and an opportunity to talk through their work. This is where you can really get value from a recruitment consultant with an architecture/ interiors background. With a clear brief and understanding of your brand, we may meet a candidate that presents really well and will recommend for interview, despite some boxes not being ticked.
5. Time management
Often, setting up interviews can be logistically tricky – getting lots of busy people together at once means overrunning beyond a fixed time is not possible. Often, we run out of time and important areas of discussion are missed. This can lead to numerous rounds of interviews, costing more time and money to the company. Try to manage your time as much as possible. Have a clear list of questions and areas that you need to cover and guide the conversation.
Hopefully this information will be useful, as we move into a new way of working and interviewing. If you would like to know more about what we are putting in place to support our practices during this transition, drop us a line!