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VIRTUAL HIRING TIPS FOR JOB

SEEKERS AND RECRUITERS
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VIRTUAL HIRING TIPS FOR JOB SEEKERS AND RECRUITERS
HOW COVID-19 IS IMPACTING JOB SEEKERS AND

HIRING MANAGERS
As the coronavirus keeps spreading, businesses are taking safety precautions with
current and prospective employees.
BY MACY BAYERN
The coronavirus (COVID-19) is continuing its tear across the world. Many organizations are taking signif-
icant measures to mitigate the spread of the disease, such as cancelling major conferences, enforcing
employee travel bans, and encouraging employees to work from home.
Employers are taking significant steps to ensure the IMAGE: ISTOCKPHOTO
safety of their employees, said Brian Solis, digital

analyst and futurist.
“We’ve seen all sorts of communications from

different organizations reminding people to wash
their hands, putting hand sanitizer all over the place,
encouraging people to work from home,” Solis said.
“There are a variety of companies that are stopping
all non-essential travel.”
Along with keeping current staff healthy, organiza-

tions are also looking to protect prospective employees, putting special policies in place for the hiring process.
Mobile payments firm Square, led by Twitter CEO Jack Dorsey, stopped all in-person job interviews as a
precaution against the virus. In the meantime, interviews will take place via video conference, according to a
Twitter thread from Square’s communications chief, Aaron Zamost.
The coronavirus will undoubtedly have a marked impact on job seekers, as other organizations place more
extreme measures on the hiring process to protect the well-being of employees, said Joe Caccavale, content
marketer of Applied, a London-based company specializing in hiring and applicant tracking software.
“We can confirm that there has been a demonstrable impact on the hiring process due to the coronavirus.
In fact, this can be seen in some of the world’s biggest companies. Both Facebook and Amazon will be
conducting the majority of upcoming interviews via video conferencing,” Caccavale said.
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“In a similar fashion, Google and Twitter have restricted non-essential employee travel. We must presume
that this will extend to travel for job interviews,” Caccavale added.
HIRING PRECAUTIONS DUE TO THE CORONAVIRUS

Video interviews
One of the most prominent changes companies have made to the interview process involves telecommunication.
To prevent any possible spread of the virus, organizations are shifting in-person interviews to video calls.
“We’re definitely seeing companies turn to remote communication in the wake of this virus, and it makes
sense that they could start using these tools for job interviews instead of meeting with people in person,”
said Brie Weiler Reynolds, career development manager and coach at FlexJobs.
“Job seekers should definitely be prepared to conduct more phone and video interviews as the virus spreads,”
Reynolds said. “Even if they’re applying to local jobs, employers may be inclined to invite applicants for
remote interviews rather than bringing them into the office, just to be safe.”
Samuel Johns, HR specialist at Resume Genius, said the company invites interviewees to speak via Skype,
but also allows the opportunity to come into the office. However, for those who choose to come in, the
company requires both the applicant and interviewer to wash their hands and have their temperature taken.
“Although these steps may seem drastic, we’ve yet to have anybody object--a sign of how seriously people are
taking this novel virus,” Johns said.
Halting hiring
Some organizations are freezing hiring altogether. European holiday company TUI, German airline
Lufthansa, and SingPost have all halted recruitment practices due to the coronavirus.
While halting hiring is understandable, the issue is we don’t know how long the coronavirus crisis will last,
Solis said.
Stopping hiring completely for an extended period of time could have negative effects on business, and
employees are concerned about that very outcome. The business outlook ratings from employees in affected
countries are trending downward, according to Glassdoor data.
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IMAGE: GLASSDOOR
“In that graph, we show the trend for users or companies that are in affected countries, and the trend shows
a modest decline in that business outlook rating over the last month or two,” said Daniel Zhao, senior
economist and data scientist at Glassdoor.
“I wouldn’t say this is a serious deterioration, but it is certainly an important data point that we’re going to be
keeping a very close eye on because it’s information that comes straight from frontline workers,” Zhao said.
Delayed hiring
Another route businesses are taking with hiring is to delay the recruitment process. Rather than stopping
hiring altogether, some organizations are continuing the interview process via video, but waiting to bring the
actual hire into the office.
This is the best option for organizations at this point, Solis said.
“From a hiring perspective explicitly, I think what the best thing companies can do right now is treat this
as a delay, in terms of the hires that you’re going to make,” Solis said. “Because there’s uncertainty right
4
now. [The virus] does have the potential to be the thing that causes a recession to occur, but it also has the
potential a month from now to be completely worked through the system and be a memory.”
EMPLOYERS MUST COMMUNICATE

Regardless of the avenue companies take, the key is to remain transparent and communicate to all parties
involved, Zhao said.
“In the current environment, transparency and communication are really important; not just to
employees but also to prospective candidates,” Zhao said.
“Right now, people are going to be fairly understanding. They know that the outbreak is going to be
disruptive, so it’s just important that employers are ahead of the curve and making sure that they’re talking
with both employees and candidates,” Zhao noted. “Even if they don’t have all the answers, employees and
candidates both will appreciate having that heads up.”
5
HOW TO NAIL A JOB INTERVIEW VIA VIDEO

CONFERENCING
As organizations practice social distancing, the hiring process is going virtual. Here
are some tips for how to land the job from afar.
BY MACY BAYERN
Social distancing measures caused by the coronavirus outbreak have led many companies to either freeze
hiring, postpone hiring, or move the hiring process online. The most popular avenue organizations are
taking to facilitate job interviews is video conferencing services such as Zoom, GoToMeeting, BlueJeans,
IntermediaAnyMeeting, and Cisco Webex.
However, this way of interviewing is different for organizations new to the remote working style, said
Paul Wolfe, senior vice president of human
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resources at Indeed.
“This big social experiment that we’ve all been

dumped into is causing us to change the way
we’ve done things for a long time,” Wolfe said.
“Video interviewing is a part of what normal
is for us right now, and we’ll see where we are
when we come out of it.”
Video interviewing isn’t all that different than

an in-person interview; the fundamentals are
pretty much the same. With that said, there
are details candidates must keep in mind when doing a video interview, just as they would attending one in
person, Wolfe added.
“Nailing a video interview has never been as important as it is today. Video technology is a great way for
hiring managers to interview and identify quality candidates to join their teams,” said Amelia Green-Vamos,
Glassdoor career trends expert.
“But still, video interviews are different from in-person interviews and can pose a few challenges for both
the interviewer and candidate. There are a few key areas candidates should keep in mind to nail the video
interview,” Green-Vamos said.
6
HOW TO NAIL A VIDEO INTERVIEW

1. Test the connection
“During this time, we have likely learned that we take for granted our ‘set up’ in the office when settling into
our makeshift offices at home,” said Jenna Spathis, practice manager of enterprise systems at the LaSalle
Network, a staffing, recruiting and culture firm. “We may have a slower internet connection at home
compared to that in the office.”
Because of this, candidates should test their equipment and make sure their connections are strong and
systems are prepared for a video interview.
“Don’t get tripped up by technology,” Green-Vamos said. “Check your internet connection and test the
video interview technology and link prior to the interview to be sure it’s working for you. This way, you can
identify any hiccups or problems in advance and reach out to the recruiter with questions or concerns.”
2. Come prepared
Not only should the candidate be technologically prepared, but they should also prepare themselves as they
would for an in-person interview.
“It’s important to come to any interview prepared and a virtual interview is no different. Do your research,”
Green-Vamos said.
“Research interview questions from past candidates and read company reviews to learn more about the
company. This will help you better assess if the opportunity is right for you and also inform the questions
you have for the interviewers,” Green-Vamos noted. “Practice makes perfect. Practice responses to common
interview questions and come ready with questions for the virtual interviewers. Remember, you’re inter-
viewing them too.”
Wolfe said it’s even more important to show you’ve done your homework when the interview is over video;
this shows the candidate is taking the process seriously.
“Coming to the interview with questions about the company, about the role, about this hiring manager,
about what their leadership style is like,” Wolfe said.
3. Make an impression
One difficulty about video interviews is it removes the ability for subtleties, such as arriving early and
bringing a hard copy of the resume. However, there are still ways to create that same affect. Creating that
rapport is crucial, Green-Vamos said.
7
“Believe it or not, that first handshake and some of the small talk and rapport-building when the interviewer picks
up the interviewee in the lobby can set the tone for the rest of the interview,” Green-Vamos said.
“Treat it as if it were an in-person interview. Arrive (and be set up) early. Be first to join the call rather than
after one or most of the interviewers are already logged in,” Green-Vamos said. This gives the interviewee the
opportunity to have those first few minutes of small talk and set a good impression from the start.
One tactic for making an impression is eye contact, Wolfe said.
“You want to make eye contact. It’s easier to do when you’re in person in a room, but making sure you’re
looking at the camera versus looking at somebody’s picture or video on the screen, like really play that the
camera is the person you’re talking to so they can pick up tasteful expressions and other facial or physical
cues,” Wolfe said.
4. Present yourself professionally

Just because you are interviewing from your home doesn’t mean you can wear pajamas.
“Dress professionally from head to toe. You wouldn’t wear a suit jacket and joggers to an in-person
interview,” Spathis said. “If you dress the part, you will perform the same way you would perform in an
in-person interview.”
Along with dress, background is also important. “Presentation is key for a successful virtual interview and
that extends beyond what you’re wearing, but also where you choose to do the interview,” Green-Vamos said.
“Find a neutral background and a quiet, private location to avoid background noise or other distractions”
The prime candidate doesn’t just look the part, however. While video interviews might feel strange, candi-
dates must try and retain their personality and conduct themselves professionally, Green-Vamos added.
“For the candidate, it can be difficult to present your authentic self on video,” Green-Vamos noted. “When
going into a video interview, remember to prepare anecdotes that will help the interviewer understand your
experience in and outside of work.
“When on camera, it’s also important to be mindful of the social cues that will help you connect with your
interviewers,” Green-Vamos said. “For instance, be mindful of how you use your hands while talking and
remember to smile and show enthusiasm for the role in which you’re applying.”
At the end of the day, the personal connection is key for landing a job. “It allows them to gauge how you may
fit in with the group,” Spathis said. “It is arguably more important to feel a sense of rapport being built when
you don’t have an opportunity to meet face-to-face.”
8
HOW TO HIRE A TOP JOB CANDIDATE VIA VIDEO

CONFERENCE
Video interviews can be strange not only for a candidate, but also for the interviewer.
Here are some best practices for hosting online interviews.
BY MACY BAYERN
The coronavirus has moved professionals out of the office and into their homes, which means, prospective
employees must attempt to land jobs from home, too.
The remote hiring process can be intimidating for IMAGE: GETTY IMAGES/ISTOCKPHOTO
candidates, but it’s also new for many hiring teams.
Interviewing via video conference is an undeniably

different experience than an in-person interview;
however, that doesn’t mean hiring managers can’t
still acquire top talent. This new process just means
there are new factors hiring teams need to consider.
The future of work is remote, as more organiza-

tions have been forced to realize they can still fully
function from afar. Video conferencing, especially,
isn’t going anywhere, with the market predicted
to grow to $11.56 billion by 2027, a Transparency Market Research report found, so teams need to get
comfortable with the tech.
“Video interviews can sometimes feel awkward and present challenges for candidates and interviewers
alike,” said Amelia Green-Vamos, a Glassdoor career trends expert. “As more and more hiring managers
speak to candidates via video interviews, it’s important to keep several best practices in mind.”
HOW TO CONDUCT EFFECTIVE VIDEO INTERVIEWS

1. Consider connectivity
For candidates and interviewers alike, having a strong internet connection is crucial to a seamless
interview experience.
“The first thing hiring managers need to take into consideration is the strength of their signal if they are on
a Wi-Fi device,” said Paul Wallenberg, director of technology recruiting at the LaSalle Network, a staffing
9
and recruiting firm. “The best practice would be to use a computer that has a hard internet connection and a
monitor that has a video camera on it.
“The first thing hiring managers need to take into consideration is the strength of their signal if they are on
a Wi-Fi device,” said Paul Wallenberg, director of technology recruiting at the LaSalle Network, a staffing
and recruiting firm. “The best practice would be to use a computer that has a hard internet connection and a
monitor that has a video camera on it.
“The last thing you want to experience is a lag time, which can be caused when wireless bandwidth
constraints exist,” Wallenberg said. “Make sure that whatever device you’re using has a strong signal and it is
somewhere that the disruption won’t be too overwhelming.”
Delays can still occur, even with a strong connection. If you notice a glitch, Wallenberg recommended the
interviewer stop speaking and ask the candidate if they need anything repeated.
2. Maintain engagement and professionalism

Hiring managers need to first make sure they give their full attention to the interviewee, just as they would in
an in-person interview.
“Remember, this is a visual interview,” Wallenberg said. “The candidate will see when you are distracted and
see your eyes wander. Close out all windows that are open and don’t respond to messages, whether they be
emails or texts coming in through your computer.
“Give the candidate your full, undivided attention.” Wallenberg said. “Look into the camera lens and not them
on your screen, as that is not direct eye contact. You want to ensure they have a great candidate experience
during the virtual interview process, just as they would coming into your office.”
Hiring teams should also put effort into their appearance. Just because the interview is from their living
room, doesn’t mean they should be dressing casually, Wallenberg said.
“You don’t need to be suited but follow the same dress code as you would if you were in the office,” but make
sure you’re dressed appropriately,” Wallenberg added.
3. Be organized
If the interview involves more than one member of the hiring team, the manager should make sure the team
is on the same page, Green-Vamos said.
“Make sure everyone interviewing the candidate has an understanding of the job description, clear
visibility into other interviewers’ questions, and alignment on how to submit candidate feedback after the
10
interview is over,” Green-Vamos said. “Clear communication among teammates conducting virtual inter-
views is key for ensuring a smooth interview and hiring process.”
The same communication should be offered to the candidate, Wallenberg added.
“Explicitly lay out the cadence of the interview either in an agenda sent before the interview, or right at the
start,” Wallenberg said.
“State how you plan to conduct the interview, whether it’s going to be a conversational format where you will
get their input on a topic and share your own, or if it will be a Q&A format where you will ask a question,”
Wallenberg noted. “When you set ground rules at the beginning, it can prevent further disruptions
throughout the interview, allowing it to run as smoothly and efficiently as possible.”
Sending clear instructions to the candidate before the interview can be extremely helpful, lowering the
pressure associated with the unfamiliarity of a virtual interview, Green-Vamos said.
“It can also be difficult for interviewers to break the ice and build rapport on video,” Green-Vamos said.
“Interviewers should enter the conversation by providing helpful introductions and a friendly get-to-
know-you question that allows the interviewer to gain insight into the candidate’s personality.”
11
5 THINGS TO NEVER DO IN AN ONLINE JOB

INTERVIEW
As the economy has taken a hit from COVID-19, many workers are looking for new
employment. Here are five don’ts from three HR experts.
BY HOPE REESE/TECHREPUBLIC CONTRIBUTOR
The COVID-19 pandemic has upended the economy, with many employees—especially those in the travel
and hospitality industries—finding themselves without work, or with reduced hours. As workforce costs
are a significant portion of the budget for most companies, cutting back on employees has been a main way
that they can stay afloat during COVID-19—and
IMAGE: IMAGE: GETTY IMAGES/ISTOCKPHOTO
HR experts are predicting a second round of cuts in
workforce costs in the near future.
During this period of transition and uncertainty,

many people have been forced to look for alternate
work. And as the coronavirus has kept people
socially isolated, more and more prospective
employees are turning to video conferencing for
their interviews—a trend that has been increasing
in recent years. “This could mean interviews with
recruiters, or hiring managers,” said Brian Kropp,
chief of research in the Gartner HR practice. “Most interviews that were in-person have shifted to becoming
completely virtual.”
Video interviews might include a group chat or a recorded interview that your prospective employer could
view later. Either way, it’s critical that you take this interview just as seriously as if you were doing it in
person—perhaps, even more so, as you’re missing the critical elements of an in-person interaction.
Here are five “don’ts” from three human resources experts:
1. DON’T RELY ON YOUR COMPUTER FOR INFORMATION

Since you’ll be behind a screen, with easy access to the internet, it will be tempting to think that you can
quickly search the web during your conversation to pull relevant material. Or you may think it’s fine to read
from a document on your desktop. This is a mistake. Make sure you’re fully prepared for this interview, the
same way you would be in person. Learn the background of the company, and the person interviewing you.
12
Memorize as much as you can, so you can be at ease during the interview, instead of frantically scanning
your browser for answers.
2. DON’T FORGET THE SMALL TALK

You won’t be given a physical tour of the office space, and you won’t be bumping into other employees
while passing through the break room. But it’s important to still be warm and friendly at the start of your
interview, as you would in person. Your hiring manager wants to get to know the real you, so make sure you
treat them as if they’re really there, showing that you’re curious about their day and how things have been
going at the office.
“Try to be as relaxed as you can,” Kropp said. “While it is a formal interview, you want to make it as
informal-feeling as possible. Don’t go too far, don’t use slang or profanity, but it’s OK to have a normal
conversation.”
3. DON’T BE TOO CASUAL

While small talk is important, it’s equally critical to show your employer that you’re professional. This means
you need to dress appropriately, speak professionally, and act the way you would in a business setting—even
though the interview might be conducted from your living room. The video interview is just as serious as if
you were in person, so make sure you treat it the same way.
4. DON’T DO THE INTERVIEW FROM YOUR BEDROOM

Your interviewer is not only seeing you in the video, but your whole environment. So make sure you
make it look professional. That means you’re not doing it in a car or outside, and if you must do it from
the living room or bedroom, clean up the background, put away your laundry or anything distracting in
the background. Make sure the lighting is good and the backdrop behind you is simple and plain. Also,
“avoid meeting in a public location where it might prove difficult to control noise or your background,” said
Andrew Belasco, CEO of College Transitions. “Video and auditory distractions can ruin an otherwise solid
interview performance.”
“It doesn’t have to be an office setting, but it can’t be the laundry room. It doesn’t have to be perfect, but it
can’t be bad,” said Kropp. This also means kicking out your roommate, Kropp recommends.
13
5. DON’T LEAVE YOUR SMARTPHONE ON (AS WELL AS

NOTIFICATIONS ON YOUR LAPTOP)
Many of us get notifications on our phone or desktop, to alert us when an email is coming in, or when a
meeting is about to start. But “the person on the other end actually hears that,” Kropp says. So make sure
everything is completely silent before your interview begins.
“Don’t let notifications distract from the interview especially if you are screen sharing, use an app like
Muzzle App to mute notifications that might not be relevant,” Tim Campos, founder and CEO of Woven,
a scheduling platform, said. “You don’t need your doctor’s appointment reminders to pop up when you’re
trying to showcase your portfolio.”
14
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IMAGE: ISTOCK

VIRTUAL HIRING TIPS FOR JOB

COPYRIGHT ©2020 CBS INTERACTIVE INC. ALL RIGHTS RESERVED.

HOW COVID-19 IS IMPACTING JOB SEEKERS AND

Employers are taking significant steps to ensure the IMAGE: ISTOCKPHOTO

safety of their employees, said Brian Solis, digital

“We’ve seen all sorts of communications from

Along with keeping current staff healthy, organiza-

HIRING PRECAUTIONS DUE TO THE CORONAVIRUS

EMPLOYERS MUST COMMUNICATE

HOW TO NAIL A JOB INTERVIEW VIA VIDEO

“This big social experiment that we’ve all been

Video interviewing isn’t all that different than

HOW TO NAIL A VIDEO INTERVIEW

One tactic for making an impression is eye contact, Wolfe said.

4. Present yourself professionally

HOW TO HIRE A TOP JOB CANDIDATE VIA VIDEO

candidates, but it’s also new for many hiring teams.

Interviewing via video conference is an undeniably

The future of work is remote, as more organiza-

HOW TO CONDUCT EFFECTIVE VIDEO INTERVIEWS

2. Maintain engagement and professionalism

The same communication should be offered to the candidate, Wallenberg added.

5 THINGS TO NEVER DO IN AN ONLINE JOB

BY HOPE REESE/TECHREPUBLIC CONTRIBUTOR

During this period of transition and uncertainty,

Here are five “don’ts” from three human resources experts:

1. DON’T RELY ON YOUR COMPUTER FOR INFORMATION

2. DON’T FORGET THE SMALL TALK

3. DON’T BE TOO CASUAL

4. DON’T DO THE INTERVIEW FROM YOUR BEDROOM

5. DON’T LEAVE YOUR SMARTPHONE ON (AS WELL AS

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