Join CodeSignal CEO Tigran Sloyan and Co-Founder Sophia Baik in Data-Driven Recruiting Episode #36 as they discuss (remotely of course) what coronavirus means for the technical interview process and how companies can adapt. In this episode you will learn about:
- How COVID-19 is impacting the recruiting process
- Key challenges for technical interviews in today’s environment
- Practical tips to overcome barriers to remote hiring now
Show Notes: For companies whose processes are designed around in-person interviewing, the task of moving to a fully remote hiring process overnight can be overwhelming. Sloyan and Baik deep dive on some of the key issues and offer actionable, high impact solutions to make it a smooth and quick transition.
What Makes Remote Interviews So Challenging and How to Adapt
Sloyan and Baik identify three key issues for companies today shifting to remote interviewing:
- interview scheduling and logistics;
- lack of tools for conducting remote technical interviews; and
- soft-selling the candidate.
Operational Considerations for Remote Interviews
One friction point for companies new to remote interviewing is thinking through the transitions between interviews to manage the overall flow. Sloyan recommends dedicated Zoom links for each interview rather than one master link to mitigate interruptions if one interviewer is running over or if the candidate needs a quick breather, for example. Prepping the interviewers to begin and end interviews on-time also goes a long way to smoothen the process.
The Importance of the Right Tools
Companies are rapidly realizing the need for proper tooling and new processes in order to conduct remote technical interviews with a similar level of depth. One of the main products CodeSignal specializes in is a remote interviewing tool for technical interviews equipped with an advanced cloud code editor and virtual whiteboard where the interviewer and interviewee can collaborate seamlessly. Companies such as Brex and Alto Pharmacy have found that for technical interviews, screen sharing alone doesn’t allow for the deep level of collaboration and communication that is equivalent to the experience of conducting physical onsite interviews. Additionally, asking candidates to share their entire screens during an interview may put candidates in an uncomfortable situation. Check out this article to learn more about how to choose the right technical interviewing tool.
Now More than Ever: Deliver an Exceptional Candidate Experience
These unprecedented times provide an opportunity for resourceful companies to showcase their employee culture and help close the candidate from afar. Ultimately, the candidate’s experience throughout the process helps determine whether or not they accept an offer. Key enablers are for teams internally to maintain their pre-brief and debrief practices, albeit virtually, to allow clear discussion on the interview questions (Who is asking what? How will talent be assessed? etc.) and alignment on outcomes.
Move not only the technical assessment portion but also other parts of the onsite interview experience online. Invite your candidate to join you for lunch virtually by arranging a lunch delivery service for the candidate, so you can have a casual one-to-one conversation just like you would during an onsite interview. Help “wow” candidates by creating some levity and showing how your company adapts to a new landscape.
Want to learn more about how you can build a winning organization through data-driven recruiting? Visit CodeSignal to go beyond resumes in technical hiring with our state-of-the-art assessment platform and advanced coding tests.