Virtual interviews

Virtual interviews

Virtual interviews, leveraging video conferencing technology, have become predominant in modern recruitment, blending the convenience of phone screenings with the personal touch of face-to-face meetings. This approach can be beneficial for a range of roles as it allows the assessment of attributes as well as assessing computer literacy and familiarity with digital communication tools.

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Benefits and considerations of virtual interviews

Benefits

• Enhanced candidate comfort: Allows candidates to interview in a familiar and supportive environment, enabling them to perform at their best.
• Efficiency in assessment: Virtual interviews allow employers to gauge a candidate’s ability to follow instructions and navigate video conferencing platforms effectively.
• Reduced time-to-hire: Streamlining the recruitment process leads to quicker decision-making.
• Flexible scheduling: Offers greater convenience for both interviewers and candidates, accommodating diverse schedules.
• Broader candidate pool: Removes geographical barriers, enabling access to a wider talent pool.
• Cost-effective: Significantly lowers the expenses associated with recruitment, from travel to accommodation.
• Collaborative hiring: Simplifies the inclusion of team members and decision-makers in the interview process, fostering a collaborative evaluation approach.
• Enhanced presentation: Facilitates the use of multimedia in presentations, enriching the interview experience.

Considerations and solutions

• Platform selection: Selecting an accessible and user-friendly video conferencing platform is crucial for a seamless interview experience.
  • Solution: Choose platforms with straightforward interfaces and accessibility features, such as captioning or screen reader compatibility. Provide clear setup instructions and test links for candidates to ensure familiarity with the platform.
• Connectivity issues: Unreliable internet connections or technical difficulties can disrupt the flow of the interview.
  • Solution: Encourage candidates to test their setup in advance. Have a backup plan, such as switching to a phone call or rescheduling if issues arise.
• Reduced non-verbal cues: Virtual interviews may limit the ability to read body language, making it harder to assess interpersonal skills.
  • Solution: Focus on structured questions that highlight communication and problem-solving skills. Use follow-up questions to clarify responses and encourage candidates to elaborate.
• Managing distractions: External distractions, such as noise or interruptions, can affect both candidates and interviewers.
  • Solution: Advise candidates to choose a quiet space and use headphones if possible. Acknowledge that unexpected interruptions may occur and remain flexible and understanding.
• Showcasing company culture: Candidates may find it harder to get a sense of the company’s culture during a virtual interview.
  • Solution: Share multimedia content, such as a short virtual office tour or team introduction, to help candidates connect with the organisation’s values and environment.

What virtual interviews are suited for

• Attributes showcased: Excels at assessing adaptation to technology and modern tools, as well as interpersonal skills in a remote environment. It can also provide a platform for evaluating communication and problem-solving skills in a virtual context.
• Roles and industries: Effective for roles such as web developers, remote support workers, and content creators, and is widely applicable in industries like technology, finance, and creative services, where digital communication is essential.

Example: In the tech industry, a software company might conduct virtual interviews for software developers. Candidates are asked to share their screen and complete coding tasks via a shared platform while demonstrating their thought processes. This method provides the interviewer with insights into the candidate’s problem-solving abilities and coding proficiency while assessing their communication skills in a remote environment.

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Conducting neuro-inclusive virtual interviews

Virtual interviews offer a flexible and accommodating platform for evaluating candidates, enabling neurodivergent individuals to participate from a comfortable and familiar environment. By incorporating neuro-inclusive practices, employers can enhance virtual interviews, ensuring they are accessible, equitable, and supportive for all candidates while fostering an inclusive hiring process.

Pre-interview preparation

Virtual interviews can introduce stress for candidates due to unfamiliar technology, unclear expectations, and potential sensory discomfort.

Neuro-inclusive strategies

• Neurodivergent awareness training: Ensure all facilitators and observers understand common neurodivergent characteristics and how they may present in virtual settings.
• Detailed interview information: Provide candidates with a clear outline of the group interview process, including:
  • The interview schedule, start and end times.
  • Step-by-step instructions for logging into the video conferencing platform, including troubleshooting tips.
  • The names, roles, and photographs of interviewers.
  • Details of the interview structure and any assessments or presentations involved.
  • Contact details of a dedicated support person from the organisation to answer any questions or queries.
  • Share test links or sandbox environments so candidates can practice using the platform in advance.
• Accommodations and adjustments: Encourage candidates to request specific accommodations, such as:
  • Identifying what time of day the interview takes place.
  • Turning off their camera if visual engagement is distracting.
  • Additional processing time for responses.
  • The ability to use alternative formats for tasks or presentations.
• Provide questions in advance: Share the key topics or specific questions to be asked, especially for technical or behavioural scenarios, unless spontaneity is being evaluated.

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Preparing the virtual environment

Group settings can amplify sensory distractions, such as overlapping conversations, bright lighting, and room layout, which may make it difficult for candidates to focus or participate.

Neuro-inclusive strategies

• Accessible virtual platforms: Use platforms with accessibility features such as captions or compatibility with assistive technologies. Test features like screen sharing and breakout rooms in advance.
• Sensory considerations:
  • Recommend neutral, uncluttered virtual backgrounds for interviewers.
  • Avoid overuse of animations, bright colours, or unnecessary visual elements on the screen.
  • Use high-quality audio to minimise distortion or background noise.
• Break spaces in scheduling: Include short breaks in longer interviews to allow candidates time to recharge and refocus.

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During the interview

Virtual interviews can make it difficult for neurodivergent candidates to process questions quickly, interpret social cues, or feel confident in their responses.

Neuro-inclusive strategies

• Welcome preparation: Begin by allowing time to ensure the virtual environment is conducive to the interview. Introduce the interviewers and outline the interview flow. This provides structure and reduces uncertainty.
• Interview questions:
  • Focus on specific objectives: Use structured interviews to align discussions with key role qualifications.
  • Direct and clear questions: Avoid abstract or ambiguous queries, opting for straightforward questions. For example, instead of asking, “Tell me about your strengths,” ask, “What professional skills do you excel at in the workplace?”
  • Concrete vs. open-ended questions: Use situational questions like, “In your last job, how did you handle challenging customers?” rather than vague ones like, “Tell me about yourself.”
  • Avoid ambiguity and hypotheticals: Focus on past experiences rather than speculative scenarios. For example, instead of asking, “Tell me about your strengths,” ask, “What professional skills do you excel at in the workplace?”
• Simplifying language:
  • Be mindful of literal interpretations; avoid idiomatic language and jargon.
  • Avoid double-barrelled questions (where multiple questions with different responses are asked at the same time) that may confuse candidates.
  • Use specific prompts to guide detailed responses (e.g., “What steps did you take to mediate the situation?”).
• Focus on job-relevant criteria: Use a checklist to ensure interviewers assess candidates based on role-related skills and qualifications rather than communication style or social behaviours.
• Processing time: Allow candidates extra time to process and respond, particularly for scenario-based or multi-part questions.
  Example: After asking, “Can you describe a time when you resolved a conflict in a team?” pause to give the candidate space to formulate a thoughtful answer.
• Encourage notes and support materials:
  Let candidates refer to notes or presentations during the interview, making it easier for them to organise their thoughts.

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After the interview

The post-interview period can be challenging for anyone due to uncertainties about outcomes. For neurodivergent individuals, this phase can be particularly difficult, as expectations about what happens next may not be intuitively understood. Employers can support neurodivergent candidates by being explicit and direct about the next steps. Providing clear information about timelines, outcomes, and expectations can alleviate anxiety, while transparent communication and constructive feedback can foster growth and a positive candidate experience.

Neuro-inclusive strategies

• Clear communication:
  Share timelines for decisions and the next steps promptly. Be transparent about what to expect including if non-successful applicants will be notified.
• Constructive feedback:
  Provide specific, actionable feedback, focusing on both strengths and areas for improvement.
  A neurodivergent candidate shared, “I want to know exactly what I did well and how I can improve for next time.”
• Process review:
  Collect feedback from candidates on their virtual interview experience to identify and address areas for improvement in future processes.

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Example of a neuro-inclusive virtual interview

Scenario: A marketing agency is hiring a digital strategist and want to ensure they use neuro-inclusive virtual interviews to ensure candidates skills are assessed equitably.

Actions taken:

• The agency identifies what time of day suits the candidate best.
• The agency provides a clear agenda outlining the interview schedule time and topics, along with a link to test the video conferencing platform in advance.
• Candidates are allowed to refer to notes or work samples and is informed they can turn off their camera if it makes them more comfortable.
• During the interview, the panel uses structured questions and avoids overlapping when speaking. They give candidates extra time to respond to scenario-based questions.
• For the skills assessment, candidates are offered the option to either screen share or describe their strategy verbally.

Outcome: By incorporating these neuro-inclusive practices, virtual interviews can provide a comfortable and accessible platform for all candidates, fostering an inclusive hiring environment while achieving recruitment goals.