The recruitment industry has had to adapt quite a lot throughout the global pandemic in order to continue to recruit talent. One area we’ve noticed in particular is the rise of digital interviews. Hear from Stanislas Dutreil, Managing Director of BADENOCH + CLARK Luxembourg and Belgium, as he shares his thoughts on how employers and candidates can get the most out of digital interviews.
Do you think digital interviews are better or worse for the candidate experience? Why?
For introductory interviews that are meant to be an initial discussion about the role and what the candidate is looking for, then yes, I think digital interviews are great for the candidate experience. Candidates can attend the interview out of the comfort of their own home, often making them more relaxed. Digital interviews can also typically be arranged quicker than in-person ones as there are less logistics to organize. This is especially important in Luxembourg as 52% of candidates in middle management, top management and executive positions are recruited from out of the country/region.
However, for more technical interviews that need to evaluate soft and hard skills, I believe physical interviews are still better for the overall candidate experience. A candidate needs to feel the atmosphere of a company, test the commute, and meet the team and their potential new manager in-person to properly assess if it is the right next move for them.
When our candidates take part in digital interviews, we often see less enthusiasm about the role and company, which is why we advise our clients to conduct in-person interviews for the technical stages of the recruitment process where possible.
With companies starting to work more from the office again, do you think digital interviews will continue?
Yes, a lot of HR departments have permanently changed their processes. We’re seeing many companies conducting virtual interviews for the first and second rounds, then having candidates interview face-to-face in the final stages. Candidates are typically asking for this process too, as it simplifies the logistics on their end.
What tips do you have for hiring managers who are conducting digital interviews? Anything in particular they should look out for?
First, I recommend being in a quiet room so you can focus. You should be in a similar environment that you would be for a physical interview. Then, try to focus as much as possible on the interview at hand. Close down your emails and put your phone away so you can be fully present. Next, try to respect yours and the candidate’s time. Start on time, finish on time, and if it’s scheduled to be a long interview, perhaps include a 5-minute break. Lastly, ensure your audio and video are working properly so that technical glitches don’t get in the way of your ability to assess the candidate’s capability.
What tips do you have for candidates who have an upcoming digital interview?
Set yourself up in a relaxed but professional environment, then try to connect one minute before the starting time (and not too soon).
To maximize impact when answering questions, we recommend candidates speak slowly articulately, giving the interviewer time to take notes and answer and/or react. Don’t stress if there’s a pause in conversation, which can be a difficult exercise, but it’s important to let the interviewer think about questions and digest your responses. A natural pause is better than interrupting each other.
Lastly, if you have an interview in a language other than your native language, do not hesitate to use the chat functionality to confirm key points, such as salary, in order to ensure you have understood the information correctly.
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