• Give candidates advanced notice that interviews will be conducted virtually.
• Explain to the candidate why you are conducting virtual interviews rather than on-campus interviews
• Set the stage for what to expect in the interview, including start time, expected length, and provide a list of the interviewers and job titles
• Allow candidates to ask questions in advance of the interview to alleviate any concerns that they have as this may be new to them as well
• With web conferencing technology and a few best practices, you can continue to hold face-to-face interviews when in-person meetings aren’t possible.
• Test the technology you’ll be using and ask the candidate to do the same.
• Communicate with and explain how they will access the platform
• Ensure that they have access to a device that is compatible with your platform
• Provide them an opportunity to test it out before the interview
• Offer the same suggestions that you shared with your interviewers to find a quiet, well-lit room that should illuminate the participants face
• Camera lens should be eye level, clean, and capture only the face and shoulders
• Avoid a distracting background which could interfere with candidate focus
• Information Technology’s Hiring Technology Resource Guide can be found
When candidates have been vetted to only those that are the most qualified, we recognize that it still may be necessary to invite candidates to an on-campus interview. Please make sure to follow the following protocol.
. • Follow established protocols regarding mask wearing and gathering/meeting spaces
• Send the candidate(s) the Health Screening App and request that they complete prior to arrival on campus or any event associated with the interview
• Consider outdoor venues, where feasible
• Explore the possibility of a hybrid approach when participants of the interview process may join in person or virtually
• Maintain Physical Distancing. Adhere to all social and physical distancing guidelines as outlined by the Ready & Resilient website, CDC and state and local government
• Although this likely breaks with normal protocol, do not shake hands. Explain that in order to maintain physical distancing, everyone will avoid shaking hands
• Avoid close contact. Ensure that you have an interview space where you can maintain at least 6 feet of separation between each person involved
• Wash your hands properly and have hand sanitizer available
• Clean and disinfect frequently touched surfaces. This includes tables, doorknobs, light switches, countertops, desks, phones, keyboards, etc.
• Provide breaks in the schedule, preferably in the same room where the interviews are held, to allow the candidate time to take care of any personal business.
• Make meals an option portion of the interview; provide the option to the candidate if they prefer eating alone or in a physically distanced environment with participants of the interview process (ensure the candidate that the decision is completely their choice with no repercussions either way)
Ensure that the candidate and interviewers know who to call if they are not feeling well. Hopefully, it goes without saying that you will need to postpone the interview if the candidate or any essential interviewers are experiencing any symptoms of COVID-19. Given the severity of this pandemic, this is not a moment to take any unnecessary risks. Updated information can be found on the Ready & Resilient website.
We recognize that it is very challenging to conduct efficient and effective interviews for those in-demand essential positions that are needed to continue during this crisis. Hopefully, these tips and best practices will help you to successfully identify and hire the best candidates to meet your hiring needs. Please contact Human Resources by calling 080-46810-681 with any questions or concerns.