As we adjust to new remote working measures due to COVID-19 social isolation policies, in many cases, this will see us transition from in-person interviews to virtual ones. For some, video interviews are familiar. However, for a great many, this will be a new experience for both the interviewer and interviewee. Here are 7 tips to make the transition easier.

Having conducted a number of Zoom interviews already this week, as well as previously throughout my career, here are seven ‘tips and tricks’ which can assist you with a successful video job interview. Good luck and let me know how you go:

 1. TEST (AND RE-TEST) THE TECHNOLOGY

If you haven’t used videoconferencing tools before, don’t worry. There are a lot of reliable options out there: Zoom, Microsoft Teams, Skype Google Hangouts and the like. I’ve used them all and they all operate in pretty much the same way.

Prior to your interview, confirm the tool you are using. Often you can sign up for a free trial. Take the time to familiarise yourself with it before your interview.

 To minimise any hiccups, do a video test run before the interview. As an employer, arrange for this test with your candidate. Likewise as a candidate, you may consider asking if you can do a test before.

 If you plan on sharing your screen or using other features, make sure you are comfortable with how these work in the tool you are using.

 My most common mistake, is remembering to switch the web cam privacy mode off prior to meetings. It’s a such a simple mistake to make and only adds to anxiety in high pressure situations like an interview. It’s right up there will the awkwardly positioned camera with direct view of your nostrils.

Finally, as an added precaution, give them your mobile number as a backup just in case there’s a NBN outage or the laptop runs out of battery. Ask them to share the same with you in the meeting request.

 2. OVER-COMMUNICATE

I’ve always believed in more vs less communication in a recruitment process, this is especially so now in a time of uncertainty.

 For employers, it is very likely that long gaps between communication with your candidate will have them feeling that the role is no longer being recruited or could leave them feeling that they or the role aren’t important. Even if progress is slow, keep your candidate updated.

 For candidates, make sure you check in via email or phone. There is always a balance to be struck here between being too pushy and not showing any interested. If you are working with a recruiter, have them do this for you and seek their advice.

 Regardless, during times of high stress (which job change is) and uncertainty (without doubt where we are today), my advice is don’t hesitate to over communicate. Just don’t over share!

 3. BE CLEAR ON THE PROCESS

It is very likely, if not entirely probable that all job interviews are going to be done by videoconferencing in coming months. Employers, should quickly let all candidates know that. Underscore that this is being done to protect their health (and yours).

4. CHOOSE AN APPROPRIATE PLACE FOR THE INTERVIEW

There are some things you can do with the dog at your feet, children in the background or interruptions from home delivery while working from home; a video job interview is not one of these.

 To reinforce that you are taking the interview as seriously as you can (candidate or hiring manager), make sure that you find a spot that is free of anything distracting in the background.

 Pick a quiet space that will allow you and your host or guest to communicate clearly and, as much as possible, without interruption. We all remember this https://www.youtube.com/watch?reload=9&v=Mh4f9AYRCZY

You could consider testing this with a friend or colleague prior to the interview to make sure you have chosen the best location.

5. HUMAN CONNECTION

One of the most significant challenges with video interviews is that you are unable to build rapport. You don’t get to connect on a human level in the journey from reception to meeting room, where important first impressions are formed and made.

As an employer, take the time to connect with your candidate on a human level. One of the unexpected consequences of the coronavirus crisis for me has been that relationships formed during adversity can be deeper allowing you for greater insight into the person you are meeting with.

 For candidates, this is a great opportunity for you to demonstrate empathy and understanding – assuming that is these are traits you have in the first place.

6. BE PROFESSIONAL

For employers, it is important to signal to candidates that the video interview they’re about to have is every bit as important and serious as an in-person interview would be. Provide them with an outline of what will be covered and what the next steps will be.

 Both employer and candidate need to dress appropriately for the client environment. Regardless of video or in-person interviews it is a good idea to confirm the corporate norm ahead of an interview.

 Make sure phone is turned off or better still put away. Once the interview gets underway, remember to make and sustain eye contact and smile 😊

 7. POST-INTERVIEW FOLLOW UP

I always follow up after an interview; as a hiring manager myself, recruiter or candidate it is important to seek feedback.

Immediate feedback about the video job interview itself is a good idea. How did they find it? What could be done differently next time? As an employer it provides you with a great opportunity to improve the candidate experience next time around.

 Use your post-interview follow up to tell your candidate about next steps and as a candidate to thank them, confirming your interest in the role.

 With so much of the business world seemingly grinding to a halt, video job interviewing is a practical solution to keeping the process moving. As we move into the future, making this as much a part of your process as an employer or your skillset as a candidate will allows you to hire world-class talent or to be found regardless of your location