6/4/2020 by Katherine Memery
In the last few weeks, we have all had to adapt to a new way of life in response to the COVID-19 pandemic. In terms of the way we work, most of us are now working from home and relying on remote methods of communication to keep in touch with colleagues who we are not able to see in person.
Over the upcoming weeks and months, businesses looking to recruit new staff will need to meet potential employees online rather than face-to-face. Some law firms already utilise video interviews in certain circumstances, but for others this is an entirely new concept.
If you haven’t conducted an interview via video call before, the prospect of doing so might be daunting. However, as long as you are organised and have the appropriate tools in place, the process isn’t too different from interviewing a candidate in person.
There are a few key steps you should take to ensure the process goes smoothly:
Choose your software
While video conferencing software used to be limited to Skype, nowadays there are a wide range of video conferencing tools available. At Realm, we recommend using either Zoom or Microsoft Teams, however, Google Hangouts Meet and Bluejeans are other alternatives which also facilitate video calling.
Set expectations with candidates (and colleagues)
It’s also important to make them clear about the format of the interview. Will it be an informal chat or a more traditional structured interview? Who else will be on the call? Will business dress be necessary?
Prepare your workspace
Firstly, think about where you’re going to conduct the interview. Find an appropriate well-lit setting where you’ll be uninterrupted.
It’s also important that you have everything you need to conduct the interview to hand. If you don’t have a hard copy of the candidate’s CV or the questions you intend to ask printed out in front of you, make sure you save these digitally in a place that will be easily assessible.
It’s also useful to have your recruitment consultant’s contact details to hand in case there’s a technical glitch so they can let the candidate know on your behalf.
Test your technology
On the day of the interview, give yourself enough time to check your set up. Test your internet connection and camera and make sure that the sound quality of your microphone is crisp and clear.
Follow up as normal
Once the interview is over, the follow-up process remains the same as usual. Relay as much useful feedback to your Realm consultant as possible to allow us to thoroughly debrief the candidate. We will then be in touch to feed back how they found the interview.
Beginning the induction process
Once you find the perfect person for the role, naturally, you’ll move on to think about when (and how) they’ll be joining your firm. With law firms largely working from home, at the moment, onboarding new staff remotely is the only option. Several of our clients have adopted virtual induction programmes which are running smoothly.
You can access and download a one-page leaflet that usefully summarises all of the information by clicking here.
At Realm, we can provide advice on and help you facilitate a remote induction if this is something you would like help with. Give us a call on 03300 245 606 or contact our director Duane directly by emailing email@example.com to learn more.