Coronavirus has proven itself an unprecedented threat – worldwide. One of the biggest hurdles of this crisis is getting a widely independent population on board while social distancing for the greater good. With clients looking to maintain operations and others looking to recruit talent – tech companies are faced with learning “digital decision-making”. 

While it can be challenging to replicate the feeling of a face-to-face interview, here are some tips to effectively conduct remote recruitment while practicing social distancing.

1. Pick the Perfect Working Spot

While homes are normally our primary places of comfort and coziness, remote interviews will call for at least a makeshift office space. Choose a quiet space with natural lighting if you can (preferably by a window) and make sure to have adequate desk space – a dining room or kitchen table is ideal.

2. Mandatory and “Nice to Have” Skills

Prepare a list of mandatory and ‘nice to have’ skills for the position you’re interviewing for ahead of time. Prepare all the questions you need answers to in order to be able to make a sound hiring decision. You can conduct a panel semi-structured interview and prepare behavioral or situational questions for each candidate. The interview might take longer than usual – but in the end, you’ll be equipped with more than enough information to bring the right person on board.

3. Use a Scoring System

You can group the skills you’re looking for into categories such as problem-solving, collaboration and teamwork, adaptability, response to failure, technical knowledge, etc. A data-driven method such as scoring can help you remain objective and avoid unconscious bias.

4. Plan a Second Interview

If you still have doubts about a candidate, ask for a second interview and have a colleague present (digitally) to give you a second opinion. Write down your main concerns or unanswered questions and think about other ways to get the answers you need.

5. Re-score the “Must-Have” Skills

Take a look at your must-have list and rescore it after the interview. Ask your colleague to do the same. Then, revisit it 24-48 hours after that to see if you’re still on the same page with your previous scoring as well as your colleagues’.

6. Have Empathy

Above all, take into consideration that everyone is  going through a rough-time with the current crisis – and some are taking it harder than others. A little bit of compassion and kindness can go a long way in understanding where a candidate is coming from and where they see themselves going in their potential new role as your colleague.

If your candidate scores an 85% or more, chances are you may have found your next colleague!


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