Mistakes to avoid when interviewing remote candidates

The Covid-19 epidemic makes the story of recruitment difficult. Currently, to interview candidates, many companies/enterprises are forced to use the form of remote interview. So with this form, what should the recruitment service company pay attention to to choose the right candidate?

In this article, we will point out some of the problems that many recruiters often have. These errors must be eliminated immediately to achieve the desiration of the interview and remote recruitment.

Do not make video calls

In the past, some companies interviewed remote candidates by phone call. However, if you only communicate through voice, it will be difficult for you to visualize and evaluate the candidate while making a “face to face” call makes you easily observe. Through the candidate's gestures, body postures and facial expressions in the conversation, human resource workers will appraise more the personality and honesty of the future colleague.

If you cannot make a video call, you can suggest candidates recording a interview video and send it back.

Wrong interview question

Asking the right questions plays an important role in an interview. It means to help you exploit the candidate's information in detaile and meticulosity. For remote employees , in addition to their profesional skills, recruiters must require the discipline and the ability of time management.
Therefore, ask questions that help you exploit these aspects well.

Ignore Experience

For some positions, experience is an extreme essential. Human resources workers also appreciate the experience to assess their capability and suitability with the job position. HR should ask relevant questions such as: How to handle the job or prove the candidate's work achievements...

Skip skill assessments

Some positions will require skills assessments, while others do not. However, to find the most suitable candidate you should  ask them to do skills assessments. For example, for a media position, you can ask candidates to write PR campaign articles… Through this assessment, you will have the insight of their capabiliy and suitability.

Do not clearly inform applicants about the process

Candidates will feel confused if you do not guide them through the next process. Moreover, this is also a significant factor for candidates to evaluate the professionalism of the company, so tell them the next steps. For instance, the time for next round or reporting the results...

If they are not the candidate you are looking for, please share directly so that the two parties do not take too much time. If possible, send the candidate a thank email. Although being a minute detail, it is enough to see how professional the team and working style of the business is.

In general, recruitment is one of the most important stages of every unit or business. Human resources are like pillars of company to grow or fail in the future. Therefore, the HR team must constantly strive to find the right candidates for each stage of the company.

Above are some mistakes that HR professionals must avoid in the process of recruiting remote candidates. If you have trouble in employment, you can completely use recruitment services from outside professional units like Faro. With many-year experience in the profession and a team of good "headhunters", we will help you find talented candidates to meet all needs. It not only saves time and effort but catches the right talents.

For more information, please contact the hotline for fast support from Faro. Find out more about recruitment on our website.