Hiring a candidate is not only about his skill set. There is a lot that needs to be checked before sending an offer letter to the ideal candidate. One can find an extensive amount of information that’s meant to help a candidate prepare for an interview. However, there is not much material for the hiring managers to navigate through a successful hiring process and filter out the best candidates for the job.
It becomes even more difficult when you have to fill a technical position. To hire a developer it is essential to look at the requisite skill set and assess the chosen candidate’s cultural, communication, and other soft skills. While there are some bottlenecks with the offline process that we all may have come across, conducting remote interviews comes with its own set of limitations.
Irrespective of the pandemic, we were already cruising towards a digitally mature culture where remote interviews were becoming a frequent phenomenon. The pandemic has only accelerated the process. While most of us were not prepared, we all went with the flow and adopted a virtual corporate culture. So let’s discuss the process one can follow to conduct successful remote interviews for developers.
Before we move ahead, here’s an interesting question to ask during an interview;
Seems too vague and almost ridiculous, right? But such questions are known as brain benders, and they test an individual’s ability to curate a creative solution and help you understand their problem-solving skills. Larger companies like to derive value from asking these questions and assess whether the interviewee can work as a coworker in the organization.
Yes, there is a difference between the two, and understanding them is essential before we move on to the actual remote interview procedure.
In their bid to expand in different geographies, companies want to hire remote employees and harness the potential offered by a global talent pool. Another aspect of taking remote interviews is that they save time and money. Offline interviews require the interviewee and the interviewer to meet at a pre-decided location and make prior arrangements. This takes a long time, and money has to be spent on preparations.
Imagine the plight of the person who traveled from a different city for an interview without any surety of being selected. The same goes for the interviewer, who has to prepare for the occasion and make other arrangements to ensure a seamless recruitment drive.
Remote interviews provide a cost-effective and time-efficient substitute to offline interviews. Furthermore, availing video-interviews can further save you from asking the standard “Tell me something about yourself” or “Who are you” questions. You can ask the applicants to send in introductory videos and shortlist the candidates to be taken to the next round of interviews from there.
This part of the interview is similar for both remote and offline interviews. The goals of conducting a personal interaction with the candidate include;
These goals are customary to keep in mind while interviewing. You can create other objectives that have more specific distinctions according to the position for which you are conducting the interview.
Moreover, always keep in mind that every person in an interview is bound to make some mistakes. Nervousness gets to the best of us. However, your job must be to analyze the mistakes and decide if they are silly mistakes or reasonable ones.
Conducting a successful interview is only as effective as the process you follow for the same. Follow these steps to prepare yourself for the process:
Technical glitches can quickly derail your interview and send out a wrong message to the candidate. So, to avoid running into an embarrassing technical error always;
You should not be disturbed during an interview. We have seen endless examples of people talking to their colleagues or other representatives being interrupted by their family members, messages, or some other element. As an interviewer, you must mute all your notifications and distractions.
Along with this, do not sit at a place where the light is directly behind you. It will cloud the camera, and the light’s reflection will darken your face while brightening everything else, reducing your visibility to the candidate. Unless you want to make a silhouette out of your image, we suggest that you sit against the light and make sure that it falls onto your face.
Even with the experience of conducting interviews, it is always good to have a ready script in your hand. It can include your introductory excerpt as well as a few questions you may want to ask.
Then, depending on the position (in this case, a developer), prepare a list of standard questions that you want to ask. You can have follow-up questions as you move ahead and get answers from the candidate.
Start by giving the candidate a heads up on the expectations of the interview. You can share an open-list of technical concepts that might pop up during the interview. It will make the process more simple and easy to follow for the candidate, who is also new to this online procedure like you.
The steps you take while taking an interview are a mix of preparatory aspects and some impromptu topics. While you can prepare yourself to start asking the relevant questions, the further you move in an interview, the scope of being digressed increases.
To check digression in an interview, here are a few things to keep in mind.
Conducting a successful remote interview is not over until and unless you have completed the post-interview steps.
Moving forward in time, the majority of the companies will look for ways to create global remote teams and get the work done virtually. In that scenario, conducting remote interviews will be as normal as it is today to run offline interactions.
So, you must be prepared to go through the entire process while selecting the right candidates to interview. While you must take the interview yourself, Skuad can help you shortlist the candidates who are most likely to fit in your organization.
Our team of assessment experts takes a close look at the candidates as per your requirements while helping you hit the right match effectively. Apart from helping you shorten the list of interviewees, we can also assist with onboarding and creating orientation procedures that are synchronous with your company’s policies and values.