The goal of this interview is to introduce Dribbble from a People Ops perspective, share more about our team culture, and the remote work process. This is a crucial part of the interview; not everyone can work remotely, and we feel chatting about our remote work culture is imperative with every candidate. I’m able to answer any questions you have on perks, benefits, growing your career here, and more. At DistantJob, we realized that seven days is the average amount of time for an employee to integrate and adapt to a company’s culture and workflow. After ten years we finally got the hang of it, and created a guide about it, for you to check. So, during these days, it’s the perfect opportunity to set up meetings with them, explain how things work in the company, set up your expectations, and try to keep things as clear as possible.
Technical exercise
Create a time constrained task or project that’s relevant to the work they would be doing in the position. This exercise should only be for candidates who have made it to the final round. Depending on the scale of the task, be sure to pay people for their time. Signing up for an ATS is a popular way to help with candidate filtering, but most are still geared towards traditional offices.
A Stellar Remote Interview Process Will Land More Candidates
Before your interview, set aside time to review each candidate’s profile and application. If you decide to hold multiple interviews consecutively, consider booking the interview for 45 minutes but holding an hour on your calendar to save the last 15 minutes for documentation. See that pets and young children are supervised remote interview meaning safely in another room and housemates know not to disturb you during the interview. Also, be sure to switch off your computer’s screen alerts and IM chats during the interview. Mute calls and text messages and place you phone out of sight, so you don’t unthinkingly reach out for it during your conversation.
These days remote interviews can also be conducted via mobile video phones. This is desirable in situations where equipment and personnel must be kept to the bare minimum, or when resources are spread very thinly. The most well-known examples are during wartime operations when reports are filed from many journalists in difficult locations. Candidate feedback is a valuable source of input on how to improve the remote interview process. Asking candidates what worked well for them and what could be improved is a good way to get some feedback.
It All Starts with the Job Description
If there are any obstacles in the process on the candidate’s side, they should be removed quickly – otherwise, high-quality candidates might be lost. All the documentation that will be needed during the remote interview process should be saved in a separate folder for easy access, together with an onboarding checklist for new employees. Another challenge which is unique to online interviews is that it’s a lot more difficult to get to know the candidate properly without meeting him or her in person. That is because many of the non-verbal cues that provide information during a face-to-face conversation are missing in virtual encounters. One of these challenges is the possibility of having technical difficulties. As with virtual team meetings, there can always be a problem with the internet connection, the software, the camera, the microphone or any other technical component needed for the interview.
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