1. Establish a procedure and communicate it clearly
Ensure that a procedure for online interviews has been established and clearly communicated among the members of your recruitment team, as well as to candidates. This could include a shared staff document detailing important changes for moving interviews online, for example, or a note in job advertisements indicating that interviews for a position will be held digitally. Interview best practices, like muting phone and computer notifications, and remembering non-verbal cues (eye contact via the camera, facial expression, etc.) may also be relevant. Documenting and communicating the process in this way will help to minimise confusion and disruption for both interviewers and interviewees.
2. Send candidates step-by-step instructions
Send candidates step-by-step instructions for the online interview process plenty of time in advance. With the extensive number of video conferencing platforms available, some may be unfamiliar with your platform of choice. Include an indication of any software which they may need to download, as well as any username and password requirements. This is also a good opportunity to outline your team’s expectations for candidates’ interviews. Will interviewers request a work sample, for example, or ask candidates to undertake a written test? What time will the interview start and end, and who will it be hosted by?
Consider requesting that candidates join their interviews a few minutes early to ensure that everything is working properly. As a precautionary measure, you could also provide a back-up phone number which candidates can reach you on, and suggest that they do the same.
Encourage interviewers to host a practice interview with a colleague before their meetings with candidates. Connectivity issues can reflect poorly on your company, so interviewers should ensure they are familiar with the technology involved in advance, allowing time for any issues to be troubleshooted and resolved. This includes checking that their computer’s microphone, webcam, audio and internet connection are working correctly.
4. Follow up
After hosting an online interview, follow up by sending a note to the candidate thanking them for their time. You may also wish to ask for feedback on the interview process: what worked well, and what could be better? This will allow you to improve the experience for future candidates.
If relevant, inform candidates of any next steps, including when they can expect to hear if they have been successful, and whether any additional interviews, assessments, or background checks may be required.
We hope these tips help you to organise a successful online job interview!
For more advice on coping with the impact of the pandemic on the world of work, see our top seven tips to reduce your back-to-office anxiety.
Find EURES Advisers
Living and working conditions in EURES countries
EURES Jobs Database
EURES services for employers
EURES Events Calendar
Upcoming Online Events
EURES on Facebook
EURES on Twitter
EURES on LinkedIn
- Publication date
- 15 July 2021
- European Labour Authority | Directorate-General for Employment, Social Affairs and Inclusion
- Business / EntrepreneurshipLabour market news / mobility newsRecruiting trends
- Accomodation and food service activitiesActivities of extraterritorial organisations and bodiesActivities of households as employers, undifferentiated goods- and servicesAdministrative and support service activitiesAgriculture, forestry and fishingArts, entertainment and recreationConstructionEducationElectricity, gas, steam and air conditioning supplyFinancial and insurance activitiesHuman health and social work activitiesInformation and communicationManufacturingMining and quarryingOther service activitiesProfessional, scientific and technical activitiesPublic administration and defence; compulsory social securityReal estate activitiesTransportation and storageWater supply, sewerage, waste management and remediation activitiesWholesale and retail trade; repair of motor vehicles and motorcycles