How do you create a positive and engaging remote interview experience?

Top 11 remote interview tips for hiring managers: 1. Communicate ahead of time 2. Check your technology 3. Remove distractions 4. Dress the part 5. Look for a quiet and well-lit environment 6. Be on time 7. Evaluate the candidate on what matters 8. Develop standardized remote interview questions 9. Give a compelling company pitch 10. Give details of the next steps 11. Provide candidates with feedback And that's pretty much the thick of it!

I always explain this process as the 'red carpet experience'. Make sure your hiring team is on their A-game: everyone should dive into the candidate's resume (or portfolio, LinkedIn profile etc.) beforehand, have their questions ready, and know exactly what skills they're on the lookout for. Don't forget to send over the essentials to your candidate too – a job description, mission, vision, the interview process, and even the names and titles of who they'll be chatting with. And, because we're keeping it digital, a quick guide (and a reminder 1 hour beforehand) on hopping onto the interview call (Zoom or otherwise) can save everyone from those awkward tech hiccups.

Algunos otros puntos importantes para tener una experiencia remota positiva: -Ten a la mano lápiz y papel (muchos se olvidan!) -Prepara tu Plan B. Ten a la mano los números de teléfono de los entrevistadores. Por ejemplo: Si el internet no funciona, podrías conectarte del celular. -Ten todos tus dispositivos con batería al 100%! No sabes lo que puede pasar... -Modifica el fondo de pantalla que vas a utilizar. Y si puedes, arma el tuyo propio. No tiene que ser muy complejo. Unas macetas con plantitas bonitas destacando el verde y un fondo en blanco pueden mostrar calma y armonía. -Descarga las plataformas antes. Y si ya las tienes revisa que estén actualizadas (a veces esto demora mucho....) Mucha suerte!!

Being comfortable with your tools is essential. The tool is just that, a tool only, and if it is difficult to utilize, it will get in the way of the interview. Both interviewer and interviewee should practice with the tool so that the focus is the conversation, not the computer!

Tech Check: Ensure smooth tech operation for video and audio. Friendly Start: Begin with a warm greeting and share a bit about the remote work culture. Clear Agenda: Outline the interview stages for clarity and focus. Engaging Questions: Ask questions that encourage detailed responses for a more interactive conversation. Visual Engagement: Use non-verbal cues to show active listening and maintain a connection. Company Insight: Provide a virtual tour or insights into the company culture. Tech Support: Offer tech support resources for a seamless experience. Positive Closure: End on a positive note, expressing enthusiasm and outlining next steps clearly.

All of this is true. An email with expectations ahead of time is a must. After the first couple of minutes of small talk (where you're both located, the weather, etc), I'll propose an agenda. I usually say something like "So today, we have 45 minutes. I'll start with a quick introduction on myself and then I have a few questions for you. After that, you can ask me any questions you have. How does that sound?" During my intro, I'll keep it relatively brief but I think it helps break the ice to have the interviewer talk a little at the beginning vs. vaulting into questions for the candidate.

Es importante dejar un espacio al final de la entrevista para que el candidato pueda hacer preguntas. Sugiero que sean los últimos 10 o 15 minutos. Este es un gran espacio que tendrá el candidato para lucirse sin restricciones! Si eres el candidato, recomiendo tener preparadas de antemano tus preguntas. Me gusta que sean preguntas genuinas y que responsa inquietudes de temas comentados en la misma entrevista. Pero, si nada surge, sugiero hacer preguntas generales como: ?Cuáles son las competencias que consideras para este reto? ?Qué proyectos priorizarás? ?Cómo medirás el progreso? ?Cómo ves el área de acá a 2 a?os? ?Cómo es un día a día en la empresa? En tus últimas entrevistas, ?Te dieron un espacio para preguntar? o ?Les faltó tiempo?

We place a high value on the quality of our process to help create a great applicant experience during remote interviews. Candidates like getting an extensive email detailing the interview's schedule, date, time, and agenda. Technical simplicity is ensured by providing the video conference URL and clear joining instructions. We also offer them information about the interview format and any prerequisites, such as presentations or portfolios. Respect and readiness are promoted by being open and honest about the dress code, the identity and LinkedIn information of who they are meeting, and the next stages in the procedure. This method not only helps applicants feel less anxious, but it also makes a lasting good impression.

From the start, make it clear what the interview will cover, how long it will last, and who they’ll be speaking with. Candidates should never feel like they’re walking into a mystery. I send a detailed email before every interview. It outlines the agenda, the interviewers’ names, and even tips on how to prepare. This reduces anxiety and makes the process smoother for both sides. Include a time buffer. If the interview is supposed to last 30 minutes, block out 45 in your calendar. This prevents any rush if the conversation runs long and makes the candidate feel like you’re willing to invest in them.

Everything mentioned here is essential for both in person and remote interviews! Treat this as a conversation, not an interrogation!

Sonríe! Sonríe! Y conecta! conecta! También es importante considerar estos puntos: -Tiempo de respuesta: Puedes tomarte un tiempo antes de contestar las preguntas. No hay problema con decir: ?Me das 1 minuto para pensar en qué ejemplo contarte? -Postura: Busquemos una postura abierta y amigable. Siéntate derecho y trata de situarte al medio de la cámara. -Vestimenta: Vístete pensando en la cultura de la empresa. Si tienes dudas, podrías preguntarle al reclutador o algún contacto que trabaja ahí. -Buscar conectar. Ya sea mencionando puntos en común, amistades o temas de interés. Ojo! El lenguaje corporal en una entrevista virtual puede ser interpretado de manera diferente dependiendo a quién tengas en frente. Así que atent@ a las se?ales!

Candidates may feel devalued and uninterested if we do not establish rapport and trust right away. Lack of warmth and encouraging body language might make the conversation appear transactional, affecting how the applicant views our corporate culture. Candidates may feel reluctant to communicate freely when we don't exhibit interest in their past and objectives, which leads to a limited insight of their actual potential. High quality applicants may withdraw from the process if they feel defensively interrupted or judged. Setting these simple steps as priorities guarantees both sides have a more successful and enjoyable recruiting process.

Start with something light—maybe a quick comment about their LinkedIn profile or recent work achievements. This isn’t small talk; it’s building trust. The goal is to make them feel comfortable enough to open up. I often kick off interviews by referencing a common interest I’ve found on their profile. It could be something as simple as a shared passion for travel. One candidate mentioned she was an avid runner, so I asked about her favorite trails, which led to a relaxed conversation before diving into the interview. Mirror their energy. If they seem nervous, lower your tone and slow down. If they’re enthusiastic, match their energy to keep the conversation flowing naturally.

Tengamos mucho cuidado a la hora de pedirle a los candidatos que realicen una tarea como parte del proceso de selección. De manera constante, me topó con empleadores que les piden a los candidatos tareas que van más allá del proceso de selección. Por ejemplo, les piden desarrollar casos extensos que demoran 1 o 2 días en resolver. Muchas veces, los candidatos sienten que están trabajando ¨gratis¨. Esto para luego recibir un ¨No¨ como repuesta. Aseguremos como reclutadores de que sean tareas ágiles que no tomen mucho tiempo y generen incomodidad en la experiencia del candidato. Y a futuro, podemos incluso evaluar darles una compensación por su tiempo. ?Se unen a esta iniciativa?

Go beyond asking about previous roles. Use scenario-based questions to see how they solve problems in real-time. This is critical, especially when assessing remote workers who need to be proactive and independent. Instead of just asking about their skills, present them with a real-life problem you’ve encountered and ask them to walk you through how they’d solve it. Their answer reveals more about their approach and problem-solving skills than any resume could. Don’t just focus on hard skills. Pay attention to their communication style. Remote work relies heavily on written and verbal communication, so assess how clearly and concisely they can convey their thoughts.

The interview isn’t just for you to evaluate them; it’s also their chance to see if they’d be a good fit with your company. Share stories that highlight your company culture and values. Even if you're remote, host virtual parties with games and shout-outs. This must be part of your culture of recognition and appreciation. It can help the candidate see that you’re more than just a work machine. Show, don’t tell. Instead of just talking about your company’s values, weave them into your conversation. If collaboration is a key value, talk about how your team brainstorms ideas across time zones.

In the interview process, it is very important to show the company culture to the candidates as well as tell them the things that employees value most about working at that company. In this way we will create more positive engagement throughout the entire process. Inviting team members from my point of view it is one of the most effective experiences in both sides.

Virtual Office Tour: Provide a virtual tour of the workspace, highlighting areas that reflect your company culture. Team Introductions: Arrange brief video introductions from team members discussing their roles and experiences. Company Values: Share your company’s core values and how they are embodied in everyday work. Project Showcases: Present recent projects to illustrate innovation and teamwork. Employee Stories: Feature stories from employees about their growth and achievements. Employee Stories: Feature stories from employees about their growth and achievements. Interactive Q&A: Host a Q&A session where the candidate can interact with potential colleagues. Cultural Rituals: Highlight any unique traditions or rituals.

In today's remote hiring landscape, showcasing your culture and values is more crucial than ever. Candidates are not just looking for a job; they want to feel connected to a mission and a team that resonates with their own values. By sharing authentic stories and involving current team members in the interview process, you create a more engaging experience that fosters trust and transparency. This approach not only attracts the right talent but also sets the stage for a collaborative environment where everyone can thrive. After all, hiring for culture fit is about building a community that drives results and innovation together.

Not sure who needs to hear this, but ALWAYS start with a warm smile. It's easy to jump straight into business, especially if the call kicks-off with tech issues. But take a moment to initiate with light-hearted conversation. Set a tone that's comfortable & familiar, transforming the virtual space from an intimidating interview room into a relaxed coffee chat. This opens the door to a dialogue that's less formal. Communicate a clear plan for the chat, so candidates know what to expect & leave space for open questions. This clarity reduces anxiety & helps them prepare better. Use this time to get to know them beyond their resume. It's these relaxed conversations that often reveal the most about a candidate's potential fit with your team.