Conducting job interviews online is not a new practice, so many of its “rules” are well-established. But it’s always a good idea to review the effectiveness of recruitment and other HR practices regularly, particularly those that are gaining in popularity.


An online recruitment checklist

The following are some tips to make online interviews more effective:

1. Prepare the technology in advance
If you’re using platforms such as Zoom or Microsoft Teams, check whether there are time limits on meetings and allow sufficient time to complete the interview without rushing. Build in time for introductions and questions at the end.

Make sure all software updates have been installed before the interview. The last thing you want is a forced update interrupting the discussion.

Always have a backup plan in case of technical difficulties. For example, switching to a phone call or alternative video platform if required.


2. Set candidates up for success
Send login details and clear instructions well in advance. On the day, log in at least 5–10 minutes early to test audio, camera, and screen settings so any glitches can be resolved before the scheduled start time.

If you are using two screens, remember to look directly at the camera rather than at the screen showing the candidate. This helps maintain eye contact and creates a more natural, engaging conversation.


3. Clarify what matters most for the role
Before the interview, ask the hiring manager to rank the required skills, qualifications, and personal attributes into what is essential, important, and nice to have. Structure your questions around these priorities so the interview remains focused on what truly matters.

This approach also helps ensure consistency and fairness across interviews.


4. Manage time without rushing candidates
Online interviews can feel faster than in‑person conversations. Be conscious of allowing candidates enough time to think and respond, even if there are short pauses. Avoid the temptation to interrupt or move on too quickly simply to stay on schedule.

Silence doesn’t necessarily indicate uncertainty. It may just reflect careful consideration.


5. Minimise distractions and stay present
Candidates can easily tell when an interviewer is distracted. Choose a quiet location with minimal visual and background noise, and avoid multitasking during the interview.

Maintaining focus demonstrates respect and helps candidates feel comfortable enough to perform at their best.


6. Observe behaviour, not just answers
Pay attention to behavioural cues, including how candidates present themselves on screen. Warning signs may include frequent distractions, inappropriate attire for an interview, or disengaged body language.

That said, be mindful of unconscious bias and contextual factors—remote settings vary, and not all background distractions are within a candidate’s control.


7. Assess suitability for remote or hybrid work
If the role involves remote or hybrid working, explore whether the candidate is well suited to that environment. Ask questions about time management, self‑motivation, communication preferences, and the level of supervision they require.

It’s also useful to check that applicants have reliable technology and internet access. However, remember that strong candidates can often be supported with equipment or upgrades if needed.


8. End the interview professionally
Once the interview concludes, ensure the call has fully disconnected before discussing impressions with colleagues. A surprisingly common mistake is assuming the connection has ended when the candidate can still hear or see what’s happening.