Virtual interviews have become a post-pandemic norm in the hiring process but the use of video interviews has actually been increasing (by 49%) since 2011.
Virtual interviews have become a post-pandemic norm in the hiring process but the use of video interviews has actually been increasing (by 49%) since 2011. Regardless of whether it’s a necessity or a convenience, the efficiency of the recruitment process has benefited from utilizing video interviews. Our team at The QualiFind Group have particularly benefited due to the fact that we regularly conduct interviews across multiple time zones.
With all that new found ease and efficiency, the virtual interview still differs significantly from a face-to-face interview. Video interviews still present challenges to hiring managers in accurately assessing a candidate’s fit and value.
While the overall hiring process remains much the same, the new virtual environment requires greater vigilance in assessing a candidate’s qualifications and behavior in a virtual interview. Failing to be vigilant to cautionary red flags can become problematic. Because online interviews aren’t the same as face-to-face interviews, it is important to be aware of the potential warning signs. Here are a few that you should pay attention to:
1. Inappropriate attire
A candidate’s attire is easily one of the most obvious things you’ll notice aside from their facial hygiene and their background. Many candidates within the new virtual workplace have grown increasingly comfortable with casual attire.
If a candidate takes the time to dress appropriately, you can tell that they are serious about both themselves and the opportunity they are interviewing for. Failing to dress appropriately can provide insights into how they prepare for important meetings as well as be a reflection of their professional maturity.
According to a survey, 95% of interviewers said that an applicant’s appearance in an interview is a reflection of their professionalism as well as their ability to plan and prioritize.
So whether it’s an online or an in-person interview, making an effort to prepare and look professional matters. If the candidate can’t do it for an interview, then chances are, they might not be able to consistently do so in the workplace either.
2. Easily distracted
We have found distractions to be more common than we would like in online interviews. Our recruiters have seen everything from the cat walking across the keyboard, to barking dogs, children barging in the room, a TV turned on, are just some of the distractions that can happen at home. Additionally taking the interview while walking around or in a public place are other forms of distractions.
Since The QualiFind Group interviews shortlisted candidates multiple times, our recruiters have the opportunity to see if distractions are the norm for a candidate or not. While some distractions are unavoidable and may be forgiven, it's a major red flag if it’s a persistent problem.
Not being in control of the interview space and being distracted shows a certain lack of preparation and commitment to the interview process. While there are no absolutes, one can ascertain that this could carry over in the workplace in the form of poor performance, missed deadlines and not meeting goals.
3. Lack of energy
Every hiring manager wants to see employees who bring energy into the workplace. Its hard to measure energy but that’s part of every recruiter’s job to intuitively assess which candidates has it and which do not. These human spark plugs can be morale boosters and be great business partners that positively impact performance. Enthusiasm may be hard to come by during this pandemic and especially with a less than personal virtual interview, however it is not an excuse to bring zero energy.
A recent article describes low energy as one of the biggest challenges for many job seekers. As reported in this article, displaying low energy is the number one mistake that candidates make during a job interview. Slow responses, flat-sounding speaking voice, and not asking questions are some manifestations of low-energy that can fail to persuade hiring managers that they’re interested in the job and joining the organization.
4. Poor body language
Poor body language can communicate negative impressions. It’s even more important than verbal communication, with research showing that non-verbal cues are 65% to 93% more influential than words.
Some poor body language behaviors to watch out for are:
It’s important to distinguish between nervousness and poor body language. Nervousness is understandable, however, other body language behaviors can communicate things like lack of interest, desperation, and more.
And it’s not only during job interviews that body language is critical. Displaying such behavior can lead to miscommunication and poor relationships, even outside the workplace.
5. No shows
Ghosting officially became a word in the dictionary in 2017. While it’s mostly applicable to romantic relationships, ghosting behavior within the hiring process has increased in recent years despite interviews moving into the more convenient virtual space.
According to a report, candidate no-shows have increased to 28% in 2020, up from the previous year’s 18% rate. The QualiFind Group is particularly keen on better understanding candidate’s fit, motivation and longer term suitability for hire. We see every candidate as having both short and long term value for our client’s and today’s short-listed candidate can be next year’s successful placement. Therefore, we seek to get a better understanding why a candidate disappears from a process. Our recruiters cite the following reasons given for failing to show up for an interview:
Not showing up for a scheduled interview without advance notice is a huge red flag. No shows reflect a lack of respect for other people’s time as well as the opportunity being offered. It also shows the person has poor communication skills as well as a lack of professional courtesy.
However, there’s something you can do to decrease no-show applicants. Transparency and constant communication throughout the hiring process can make candidates feel comfortable and informed. Constant and consistent communication builds trust early on where both sides can have a better understanding of what they’re looking for as an employee and employer.
Video interviews present their own challenges however it can be made easier with competent and experienced recruitment specialists on your side. The QualiFind Group brings decades of experience and intuition to your critical hiring processes and we understand virtual recruitment.
As one of the world’s leading recruitment and consulting firms, we have the expertise to find the best talent for your organization or help you improve your online recruitment process.
Try us out for your next great employee hire, contact us at https://www.qualifindgroup.com/en/contact/ to get started!
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