In the digital age, the world is your oyster. You can work with anyone, anywhere, and even interview people from the comfort of your home. But with great power comes great responsibility. Remote interviews can be a bit tricky, but don’t worry. We’ve got you covered.

In this article, we’ll discuss remote interviewing best practices for both interviewers and candidates. By the time you’re done reading, you’ll know how to ace a remote interview from both sides of the table.

1. Communicate with the candidate ahead of time

The candidate has likely been preparing for the interview for days or even weeks. The least you can do is communicate with them before the interview starts.

At the very least, you should send them a calendar invite with the interview details and instructions on how to join the video call. You should also use the opportunity to test the candidate’s tech setup and make sure there are no issues.

You should also use this time to set the stage for the interview. Let the candidate know who will be attending the interview, what the format of the interview will be, and any other details that will help them prepare.

2. Set up the technology in advance

There are few things more awkward than fumbling with technology in front of a candidate. It can also be a red flag that you and your team are disorganized. Make sure to set up the video conferencing technology in advance so you can start the interview on time.

If you’re using a tool that the candidate needs to download, make sure to send them the link to join the meeting before the interview. Also, make sure to test your audio and video to ensure there aren’t any technical issues that could disrupt the interview.

3. Prepare your interview questions

As with any interview, preparation is key. You should have a list of questions ready to go before you get on the call. This will help keep the interview focused and make sure you get all the information you need.

Prepare a mix of questions that cover the candidate’s qualifications, experience, and skills. You can also ask questions about the candidate’s expectations for the role and the company. And don’t forget to include some questions about the candidate’s remote work experience and their ability to work independently and manage their time effectively.

4. Choose a quiet location

This is a must. It can be difficult to find quiet spots in an office, let alone when you’re working remotely.

There are a few things you can do to make sure the location you choose is as quiet as possible:

• Use a noise-cancelling headset or microphone to minimize background noise.

• Make sure everyone in the room knows to be quiet and to avoid making any loud noises.

• Close any windows to minimize the amount of outside noise that can be heard.

• If you’re doing a video interview, make sure the area you’re in is well-lit and looks professional.

• Avoid conducting a remote interview in a public place, like a coffee shop or restaurant.

5. Dress for success

It’s a well-known fact that first impressions are important, and that’s especially true with remote interviews. You never want to be underdressed for an interview, but it’s also important to keep in mind that what might be considered professional attire in one culture may not be in another.

Make sure to research the dress code of the company you’re interviewing with, and dress a step above that. You want to show the interviewer that you care about the opportunity and that you’re taking the interview seriously.

Pro tip: Make sure to dress from head to toe, even if it’s just a video interview. You never know if you’ll need to stand up for something, and it’s good practice to be fully prepared.

6. Make eye contact

Eye contact is a fundamental part of human interaction, but it can be a bit tricky to navigate during a video interview. It’s important to make eye contact with your candidate, but how do you do that when you’re both looking at a screen?

To create the illusion of eye contact, try to look directly into your camera when you’re speaking. This will make it seem like you’re looking your candidate in the eye. When your candidate is speaking, look at their image on the screen.

7. Listen more than you speak

The best interviews are conversations, not interrogations. When you’re interviewing someone in person, it’s easy to let the conversation flow naturally. When you’re interviewing someone remotely, it’s easy to fall into the trap of asking question after question without stopping to listen to the answers. Don’t stay silent though – talk enough to make it feel like a conversation. Discuss employee incentives, company culture and other relevant topics to make it a two-way conversation, but don’t over-communicate.

Make sure to give the candidate plenty of time to speak, and really listen to what they have to say. Not only will this help you get a better sense of who they are and what they can do, but it will also help you build rapport with them.

8. Be transparent about your remote work culture

Even if you’re not a fully remote company, it’s a good idea to share what your remote work culture is like during the interview process. This can help candidates understand what to expect and if they’re a good fit for your team, and gives them insight into your workplace pulse. Joe Haycock, business owner of Fresh Air Concepts, says: “We always aim to be as transparent as possible with candidates about our remote work culture, including the tools we use and how we stay connected. This helps candidates understand what it’s like to work with us and quickly see if they would be a good fit for our team.”

You might want to share your remote work policy, what software (e.g., email list management tools) you use to stay connected, and any other information that can help them get a sense of what it’s like to work remotely on your team.

9. Provide next steps and timeline

After the interview, candidates need to know what the next steps in the hiring process will be and when they should expect to hear back from you. If you’re conducting multiple rounds of interviews, let them know that as well as the date you’ll be moving on to the next round.

If you’re not able to provide a specific timeline for when you’ll be making a decision, let the candidate know that, too. It’s better to be honest and say you don’t know than to leave them in the dark.

Conclusion

The remote interview process is different from in-person interviews, but with these best practices, you can ensure that your team is set up for success.

Don’t forget to prioritize candidate experience throughout the process to help you attract top talent.