Virtual interviewing isn’t a new concept. In the 1990s, candidate assessment tools began to move from in-person to online screenings, and today 60% of employers (https://theundercoverrecruiter.com/evolution-job-interview/) use video interviews for remote hiring. Virtual interviews offer some significant benefits (https://www.skeeled.com/blog/5-benefits-of-including-video-interview-in-your-recruitment-process): they may make hiring more convenient, cost less, provide a larger candidate pool, reduce the risk of exposure to infection, and appeal to the youngest generation entering the workforce.  

Tips for Job Candidates 

Sabrina Sternshein (https://starstonehcs.com/), an oncology recruiter with more than 10 years of experience recruiting in the oncology sector, has tips for nurse candidates who are approaching the virtual interview process. 

Test the technology first. For some candidates, the biggest hurdle is a lack of knowledge surrounding technology. But spending the first 10 minutes of an interview trying to figure out how the "video thing" works can appear unprofessional. Test out the equipment or software before their interview, and make sure to:  

• Adjust your camera to find a flattering angle. 

• Ensure you’re in a well-lit area. 

• Navigate the software’s different features like mute, chat windows, and notifications. 

If you don’t like being on camera, coordinate with the hiring manager beforehand and request to turn off your webcam during the call. 

Be aware of social cues. Remember that you are on camera. Be mindful of your surroundings, make eye contact, nod in agreement while the hiring manager speaks, and dress professionally.  

Follow up, but be patient! Always send a follow-up email thanking them for the opportunity because a video interview has the same importance as meeting in person. And remember that even though they’re virtual, onboarding processes may take as much time as they would in person. If you are working with a recruiter, ensure that they keep you informed during the process, but refrain from burdening them with eagerness about the next step.  

Tips for Hiring Managers 

Keep everyone informed. Ensure all candidates understand how to access the video platform, what to expect during the interview process, the job description, and good video interviewing practices. Provide candidates with a link to clear instructions for accessing the platform or step by step directions on preparing, including testing the technology as mentioned above.  

Consider offering a virtual tour. A virtual tour of the oncology unit with interviews and comments from physicians and other staff give candidates the transparency they often crave (https://www.hellotalent.com/blog/recruiting-process-transparent/#:~:text=Being%20open%20and%20clear%20with,been%20clear%20from%20the%20beginning.). Several media companies offer free and paid options for virtual tours: 

• Sprocket Media Works (http://sprocketmediaworks.com/tag/360-virtual-tour/) 

• Virtually Anywhere (https://www.virtually-anywhere.com/hospital-virtual-tours/) 

• VirtualTECH Design (https://virtualtechdesign.com/hospital-virtual-tours) 

Hiring leaders can work in tandem with internal and external recruiters to create a visual experience for job candidates.  

Video interviews are a chance to showcase yourself or your organization, so view them as an opportunity rather than a barrier. Now that it’s the new normal, video interviews may evolve to be the future of job interviews (https://www.wsj.com/articles/how-job-interviews-will-transform-in-the-next-decade-11578409136).