The New Normal of Interviewing

As we navigate the shift to working from home in the midst of COVID-19, video has become the most essential medium we have for communication. We have embraced video for any and all interactions we used to have face to face, professionally or socially, including interviewing. It is critical to evaluate your interview process now that we are looking at the possibility of running a hiring process 100% virtually from start to finish.

The Way Interviewing Has Traditionally Been Done

Phone/Video (screen) → Hiring Manager In-person (fit/match) → Team In-person (fit/match cont. including values + skills evaluation) → Whiteboarding/Presentation In-person (skills cont. including those like collaboration)

While processes sometimes start with phone or video screens because there is low logistical commitment and they give both the interviewer and interviewee the opportunity to test fit, interview processes tend to quickly transition to in-person.

In-person meetings have historically been relied upon to vet intangible characteristics like point of view, critical thinking and presentation/communication in addition to evaluating skills like functional expertise and problem solving.

In-person meetings are preferred because technology is not perfect: internet connections can go in and out, audio can be delayed. It is difficult to both send and read nonverbal cues, and it’s nearly impossible to make eye contact, all of which we use to build trust and connection.

So what happens when the process must continue virtually? How do we create a similar experience — for both interviewer and interviewee — virtually?

As we design a new normal for interviewing candidates, we can minimize the common pitfalls of video calls AND manage this new process to more effectively evaluate a candidate’s fit for a role than ever before.

Running a Successful Virtual Interview Process

Before the Interview Process

Any successful hire starts with clearly defining the role and the profile. This is all the more important with a virtual process.

• Define the Role with Business Objectives in Mind- What problems need to be solved, systems put in place and strategies executed by this person in the first 6 months? 12 months? 18–24 months?
• Write the Position/Role Description- Build out the skill set and competencies you are looking for in this person with the business goals in mind.
• Create A System of Measurement- Tie those business objectives back to the skills you are looking for in a scorecard to drive accountability and avoid bias.

The Virtual Interview Process

• Define The Process to Evaluate the Candidate against the Scorecard & Stick To It- You won’t have as much opportunity to freelance your conversations, so consistency is key. Run the same process with each candidate.
• Define The Interview Content Ahead of Time- Outline exactly who will be interviewing candidates, at what point in the process, and to what aim. Develop unbiased questions for your interviews to evaluate competencies and values without asking leading questions, which presume a certain answer.
• Set Clear Expectations for Both Interviewers and Interviewees- Give each interviewer a clear objective for their conversation, and keep that objective consistent across interviewees.
• For Interviewers: Will they be probing for a certain set of functional skills? For culture add or a values match? For cross-functional collaboration? For general leadership and people empowerment? What should the candidate walk away with at the end of the conversation?
• For interviewees: Let the candidate know what the process will look like from the outset. Whom will they be speaking with at various stages of the process? What should they expect from each conversation? Will the interviews be formal, informal or a combination? Will there be a working session and/or presentation? Will interviews take notes during the videos?If there are multiple interviews scheduled back to back, will you build in breaks or should the candidate let you know if they need a break ?
• Over-communicate both verbally and nonverbally! Use nonverbal communication like nodding and hand signals more than you usually would. Paraphrase what you’ve heard and ask for clarification. Be an active listener and show it.
• Be Extra Thoughtful About the Candidate Experience- As important as it is to be more thoughtful about evaluating candidates, it is equally so to be thoughtful about the candidate experience. Be curious. Share as much as you can about your company and culture. Answer questions candidly and concisely, and be ready for more probing questions earlier in the process (funding, cash burn, personnel changes, BOD/investor dynamics, etc.). You may want to build in a few more minutes than you would normally schedule as it is all the more important to connect personally.
• Establish a Formal Debrief Process- There will not be opportunity for organic internal debriefs, so it is critical to formalize the debrief process. Use your scorecard or system of measurement for gathering feedback asynchronously. Share the feedback with key stakeholders, and schedule time to discuss live after everyone’s had a chance to review.
• Make Referencing A Bigger Part of the Process- References have always provided invaluable insight into a candidate, but expect to do more references and start them earlier in the process. Equally important, be prepared to give your own references. If a candidate is not going to be able to meet you or spend time with your company in person, be open to giving the candidate access to that insight elsewhere.

General Tips

On the tactical side…

• Test technology beforehand
• Turn off all alerts on your computer and other devices prior to the interview
• Clear your background and check the lighting in your room
• Look directly into the webcam (your best shot at making virtual eye contact!)
• Use more visual cues like smiling, hand signals and nodding
• Be concise
• Pause after speaking
• Leverage chatbots in the video conference if video starts to fail
• Be compassionate and recognize that life might get in the way (babies, dogs, family members, etc.) unexpectedly