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Written by Falcon Tech | Published 6 months ago

For your business to thrive, it's undeniably critical you set up a process for conducting effective interviews — and, in 2020, it's equally vital you create a comprehensive virtual interview strategy, as well.

As a Program Coordinator on HubSpot's Recruiting Operations Team, I'm familiar with the struggles of creating a cohesive remote interview experience. But, as HubSpot continues to grow globally, I also know how important it is to create a scalable remote candidate interviewing process.

Plus, at HubSpot, we have a strong commitment to global-first and remote inclusion — so further developing our remote interview practices only makes sense.

While there's no "secret sauce" to remote interviewing, we've iterated on a process that helps both candidates and interviewers have strong, purposeful conversations virtually.

Here, I'm going to tell you about the best practices we've learned as a result of listening to both candidate and interviewer feedback, so you can learn how to create your own powerful virtual recruitment process in 2020.


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1. Be human, and keep the personal touch.

While it’s a bit harder to make a personal connection when interviewing remotely, putting in the extra effort can be the difference between an average and remarkable candidate experience.

There are many ways to do this, but some efforts our candidates are loving are:

  • Providing 15-minute prep calls with recruiters if candidates are nervous about interviewing remotely. We want to set up candidates for success, so having quick sessions to familiarize themselves with Zoom (our video conferencing tool of choice) and have a test run can make all the difference.
  • Hold a virtual meet-and-greet before the interview starts, so you can have a pulse check with your candidate, workout any pre-interview jitters, and make sure they are comfortable before handing them off to their first interviewer.
  • Over-communicate the interview logistics to the candidate so they know exactly when the interview starts and how the exchange between interviewers will work to ensure a smooth process.

2. Knowledge (and resources) is power.

Interviewing remotely presents its own set of unique challenges for candidates: how to prepare, what to wear, and how to get an idea of the office, team, or culture they could be joining.

The good news is that there are many ways you can share information and resources with candidates to fill these gaps, such as:

  • A one-pager for how to prepare your work space, download your video conferencing software of choice, and practice with it
  • This blog post: How to prepare for your video interview debut
  • Virtual office tours
  • Content that gives candidates a glimpse into your culture and lets it shine, like your YouTube channel, your brand's Instagram page, or your business's Glassdoor page
  • Team lunches or weekly stand-ups, to give candidates a look at their future team’s culture

3. Remote interviewing can feel very different from in-person, so make it as comfortable as possible.

Without the natural flow and physical reminders of an in-person interview, it’s easy to forget the small things that would make a remote interview just as comfortable as coming into the office.

Here are some small things that you can do to make your candidates feel as comfortable as possible:

  • Before starting your interview, offer the candidate a water and restroom break.
  • Ideally, take notes on paper so that you’re not typing while the person is talking. If you’ll be taking notes on the computer, call out the fact that you’ll be typing during the interview. In this scenario, it’s also best to mute yourself so that you’re not typing in their ears as they’re speaking, but keep in mind that for them it will feel like they’re talking to a silent crowd.
  • Don’t lose the small talk you would normally have with candidates in-person.
  • Be overly expressive — interviews are extra stressful when it’s hard to read body language. Nod, smile, and laugh, to help make the situation more comfortable.
  • Include a "breather" whenever possible by building in 10-15 minute breaks in the interview schedule.

4. Channel your inner technology support specialist.

While most of our interviewers aren’t in tech support roles, it’s easy to forget that we use remote collaboration tools regularly, so we may be (and usually are) more experienced using and troubleshooting issues that can come up during a remote interview.

Technology issues 

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