Categories
Leaders Letter Newsletter

Leaders Letter 47

Virtual Interviews & Hybrid Hiring Tips 

3rd May 2021,

Dear Leaders, 

Over the past couple of months, I have been working with a number of businesses that are in a good position to grow and invest in their staff and ramp up hiring again. 

I have been lucky to interview a number of great candidates virtually, it was something I experienced before I created Focus, as a c-suite candidate you have a large number of rounds of interviews, with numerous committees, the experience was long, complicated and challenging for both parties, especially with time zones. 

Although I have not perfected the art yet, here are a few ways you can improve virtual interviews and hybrid hiring to improve the experience for both you and your candidates. 

Categories
Anonymous Career Advice

Virtual Interview Failures

In this week’s anonymous career feedback, we tackle virtual interviews and how to handle potential difficulties and how to impress,  

Dear Focus, I keep stumbling at interviews, what can I do to improve my virtual interviews? 

Interviews are difficult, whether they are in person, completely virtual or in the future hybrid, some in-person others virtual.

Virtual interviews should not be too much different to in-person interviews, however, the feel and flow can be offputting and each internet connection and quality of connection alongside the quality of headphone, the quality of your sound via your microphone, the background distractions and how good your webcam is can feel like competitive edges or a negative from the first hello, how are you. 

In 2021 the majority of interviews will be virtual, or virtual first with a second or third in person, if you have worked for a large international business or in a senior role this process has not changed but for many less experienced in these scenarios will feel daunting and hard to gage. 

No interview is ever the same, some interviewers are bad interviewers, some interviewees have off days or days they struggle to interview well. Like a good video meeting or session, there are components you can control and set yourself up for success rather than failure.

The best advice we can provide is: 

Pre-Interview 

  • Be prepared
  • Write down the questions on a notepad so as not to flick between screens or applications 
  • Ask clarifying questions before the interview during interview can take any flow away the interview and talking openly 
  • Arrange your desk and camera so you are looking at the camera and having “dedicated eye contact”
  • Do your research – let the interviewing panel know you have prepared 
  • Get yourself a drink and anything you might need like a tissue etc 
  • If you have a mac switch on do not disturb, there is a similar mode on PCs
  • Download the web client natively, browsers can be slow or need processing 
  • Join on time 

During The Interview 

  • Eye contact as much as possible 
  • Remember you are on camera 
  • Focus on the interview, not interior distractions 
  • Let the interviewers know you are taking notes 
  • Go through your list of questions, it is completely fine to take notes and ask numerous questions 
  • If the tools or software struggles call this out early and recommend logging back in or using another tool, do not struggle through with, own and lead interviews 
  • Answer as openly and honestly as possible 
  • Show you know the deck or document you have created, reading each slide bullet by bullet doesn’t show you are prepared or confident 
  • Don’t be afraid to ask questions and let interviewers know there could be a delay 
  • If you have been asked to prepare anything consider how you can leverage third-party tools to record the video or send a copy of the information before the interview like you might with an important pitch or strategy session 
  • Ask about the company culture and recent failures – this shows you are interested and you ask important questions 
  • Think timelines, budgets and delivery – these are typically the three sections and story arch you have to deliver on 
  • Understand what the timeline is you are working towards 
  • If you have other interviews let the team know

Post Interview 

  • Ask follow up questions 
  • Ask for feedback 
  • Take the time to send through any links referenced 
  • If you wish you had said something, you can liaise with the team to provide more content 
  • Take the time to collate your thoughts and ideas 

Often your best work is not what the interviewing panel is looking for, often you will go over and above and you miss crucial summaries (exec summaries are priceless) or talk in the language of the panel, everyone has different challenges in interviews it is about being prepared, being able to connect with the interview panel and having a direct point and reference to guide your interview towards.

This year won’t be easy but often practise makes perfect and if you can practise with friends, family or a potential management coach or professional mentor.  

Categories
Leaders Letter Newsletter

Leaders Letter 31 – Interview Training & Practise

11/01/2021

Dear Leaders,

Today I am writing to you to help you think a little differently about personal development and team development.

We will see a reduced amount of hiring for most businesses, we will see the number of jobs available reduce by around ~50%, the first order is less staff turnover, this provides a great opportunity to improve company culture, especially with your teams to get to work better and ideally more effectively together.
Remember experts suggest it takes six months of no change (no new staff or staff leaving) for a team with training to be able to operate at the highest level.

The second order is how this will impact your team and personal development of your teams. Less interviewing means less development, less gained experience, less finding out what you and your staff are worth.

Netflix is huge advocates of understanding your value and knowing the market rates (Read The Netflix Company Culture newsletter for full info). Netflix even encourages staff to take interviews, which many companies have a fear of but the way Netflix is set up is to embrace this and allow their teams to know they are paid at the top of the market as they are the top of the market.

This process is likely not happening within your business, your teams will be stuck in their way of doing things and will struggle to ask great questions when hiring is back on the agenda.

Recommendation:
I strongly recommend you and your best-interviewing staff alongside HR, arrange internal interviews, build out on a selection of questions, share and co-develop a selection of tasks and presentation to interview each other on and run dummy runs.

Some of the best organisations I have worked in or programmes I have created is around creating great interview questions, creating exciting and challenging tasks and personalising interview question and techniques to improve your departments.

This week start putting together a training guide for interviewing. Ensure you add interview training into everyone’s personal development plan and help people of all experience levels to improve their experience and their interviewing techniques. Some of the worst interviewers are the most senior staff, keep this in mind when setting up these activities.

Something to always keep in mind, you might be an attractive brand to work for, you might be well known but your interview processes is what will convert someone who is interviewing at many companies to someone who will want to work for you and your organisation.

Have a good week and let me know if you have any brilliant interview challenges, questions or tasks.

Thanks,

Danny Denhard

PS, my favourite interview question ever asked is what pizza toppings are you and why? Remember bland can be good or bad, you will understand how you got on instantly with your answer and the social cues received even virtually, so keep alert to these.

Recommended Reading: Ten ways to improve your remote management skills.