Facing interview facts
As we settle in to our new normal, we are starting to face the reality of business processes changing. Simple practices that we didn’t think twice about and probably took for granted are suddenly much more complex – or, at least they seem to be right now.
We are being forced to change and adapt but that doesn’t have to be a bad or scary thing it just means it is different to what we had become used to.
Being in the recruitment game means that face to face interviewing is stage 1 of 99.99% of all recruitment processes and whilst I am pleased to say that in the main organisations are planning to continue their hiring plans and are adopting a technological approach to them, we are already hearing ‘the interview went well but we would like to hold until we can meet the person face to face before making a decision’.
Now, unfortunately, nobody knows when that is going to be possible and whilst the intention of continuing with the hiring process is there in theory, the reality is that when it comes down to making the decision we are already seeing a default back to ‘the way things are usually done’.
Businesses need to embrace the fact that not only do their hiring processes need to adapt but their decision making protocol needs to go hand in hand with that adaptation because then and only then will they be able to maintain and build their businesses during such an uncertain time.
We all know how important face to face interaction is when it comes to building relationships and getting a sense of culture fit from someone but are there other ways you can make this assessment?
- Personality profiling tests – can be used to enhance specific criteria-based questions
- Inviting other members of the team (their peers) or key stakeholders to take part in a video conference with the candidate to gain broader buy in
- Where possible checking out previous employment references
- Request examples of work they have previously produced
- Where possible, offering a trial period
- Other methods of assessing directly related to the role, set a task – presentation, analysis or writing for example
Above all, trust your judgement based on the facts you have whether virtual or face to face your judgement and instincts will be the same. You have probably hired incorrectly at some point in your career following a face to face meeting but over time your judgement got better, your experience got stronger. Take yourself back to the first time you interviewed someone, I’d be willing to bet your style and senses have changed and adapted with experience. The same will become true in a video interviewing setting, you just have to take that leap and make the decision.