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Remote Interviews: How to Make Connections Over the Phone

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When working with a staffing recruiter like those at JSG, it is common for the hiring process to be handled over the phone. If you are interviewing for jobs over the phone like this, some opportunities to show warmth and connection are lost. Read on for some ways to make connections with recruiters when they can only hear your voice.

Choose a good environment.

It can be easy to unintentionally get a little more casual when an interview is over the phone. Generally, recruiters are forgiving if your dog starts barking or there is street noise outside your office window. Those things are often out of your control. However, it is important that you find the quietest space available for your meeting. Make sure you have a good phone connection—do not sit in that one corner of your house where calls always drop. Having a clear voice coming from your end of the phone call shows the recruiter that you are on the ball and care about speaking with them!

Show you are engaged.

You have probably found yourself nodding along emphatically when you are on the phone with someone, only to realize that they cannot see/feel your agreement. Show you are engaged in what they are telling you by saying things like, “Oh,” “Hm,” or “Yes” as they explain things to you over the phone. When they pause, make sure to allow a couple of seconds before answering just in case they have not finished their thought. The last thing you want to do is talk over each other throughout the interview. Not only does this keep you from talking over each other, but it shows that you are truly listening to what your recruiter is saying.

Show emotion through your voice.

In an in-person interview, the interviewer could sense excitement or warmth through the interviewee’s body language. Over the phone, we do not have that luxury. Make sure to communicate these emotions through your voice! If you are interested in or excited about the position, your recruiter needs to know. Staying monotone can be interpreted as being cold or uninterested. Let them know there is a human on the other end of the line!

Are you looking to speak with a recruiter now? Check out our open positions here or learn more about JSG here.

How To Properly Reject Candidates (With Examples)

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You’re hiring, and congratulations, you found the perfect candidate! You send them an offer letter, they accept, and you start the onboarding process. But hang on just a second; your job is not finished! There were dozens, maybe even hundreds, of other people who invested time and energy into your job posting. And you owe them an explanation. Unfortunately, “ghosting” candidates has become all too common practice. In fact, a whopping 65% of people said they have not heard back from a position they applied for recently. Leaving candidates ‘on read’ is not only just wrong, but it can also have a significant effect on your company’s reputation. So, here are the steps your hiring team should take to properly reject candidates to maintain your reputation and be respectful to everyone’s time.

Contact Everyone 

Yes, we mean every single person that applied. You have to consider that everyone who applied for your job took valuable time out of their day to do so. And many went to the lengths of customizing their resume, writing a cover letter or personalizing a submission email. The very least you can do is give them the courtesy of a response! If your hiring team did not have a conversation with a candidate or they didn’t make it to the initial interview round, a simple rejection template is acceptable. When you, unfortunately, have to reject candidates, keep it short and sweet:

Hi John, 

Thank you so much for taking the time to apply for the Account Executive position at ABC Company. We received numerous applications for this role, and at this time, we have decided not to move forward with other candidates. Please note that we have saved your application on file and will contact you regarding future positions that fit your skill sets!

We wish you the best in your current job search and future endeavors.

Sincerely, 

The Hiring Team at ABC Company 

Send Personalized Messages to Those You Interviewed 

While we recommend that you contact any rejected interviewees by phone, we understand that this is not always possible due to time constraints. If you must send an email, take the time to personalize it. Of course, it’s standard to start with a template, but there are opportunities to reference your interactions with the candidate throughout. Mention some of their qualifications that stood out, a question they answered particularly well, or even a hobby you might have had in common.

Hi Jane,

Thank you so much for taking the time to interview for our Account Executive position at ABC Company. We loved having the opportunity to get to know you and hear more about your experience in the field. I was especially impressed by your sales numbers from last year; you are certainly a go-getter! Unfortunately, we received dozens of qualified applications, and we have made the difficult decision to proceed with another candidate at this time.

Please note that we have saved your application on file and will contact you regarding any future positions that become available!

We wish you the best in your current job search and future endeavors.

Sincerely, 

The Hiring Team at ABC Company

86% of job seekers want constructive feedback about their performance, but only 57% receive any. Thus, as your reject candidates that didn’t quite fit the bill, you can set yourself apart by providing them with feedback.

Be Timely When You Reject Candidates

Most importantly, be timely in sending your rejections to candidates. As soon as you know you will not offer the position to someone, you should send the rejection. As mentioned above, these people have invested time and energy into applying with your company and should be given the opportunity to move on to their next application as soon as possible. We do not recommend waiting until your new employee starts or even until they have accepted the offer. If, by some chance, your primary choice ends up pulling out at some point, your backup candidates will have much more respect for you if you reach back out than if you left them hanging.

Need more hiring advice in this tight market?

So, that’s how your hiring team can properly reject candidates while maintaining your company’s reputation. Are you interested in stepping up your hiring game even further? Explore our client resources here and talk to one of our experienced team members about how we can carry the burden of candidate communication while you focus on what you do best.

Should Companies Pay Candidates for Their Time?

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Should companies pay candidates to interview for their open positions? According to career coach and business author Sue Ellson, candidates should receive compensation for interviewing. And based on a recent LinkedIn News poll, 25% of respondents currently agree. Job interviews ask a lot from applicants, including phone screenings, panel interviews, aptitude tests, and even taking time from work. And let’s be honest, some company’s hiring processes can take weeks or even months before they make a decision. Ellson’s argument is, “if there’s money in it, it might make everybody more accountable.” Basically, Ellson points out that if employers paid candidates for their time, it would cut down on wasteful interview activities and streamline the process.

However, before companies resort to paying candidates for their time spent interviewing, here are three other ways employers can improve their hiring processes and offer a better candidate experience.

Be transparent with candidates

Transparency throughout the hiring process will go a long way. Sharing details such as your company’s perks, WFH/hybrid policy, or even providing the salary range will significantly improve the interviewing experience and save all parties time, money, and opportunity costs. Transparency starts with the job description. You can share details often left out, such as benefits, salary range, perks, and insights into your company’s culture. These details are important to applicants and will help you narrow down your candidate pool before you even start interviewing. By sharing these features from the beginning, you will naturally weed out job seekers looking for something else. Plus, it will save both parties substantial amounts of time and resources.

Also, you can demonstrate transparency by sharing details such as the steps in the interviewing process and the hiring decision timetable. This clarity creates accountability for your hiring team to stay on track while informing candidates on the next steps of the process.

Streamline your hiring process

After your hiring team bolsters your transparency, it’s time to identify areas to simplify your company’s hiring process. Take a look at the last couple of years and calculate your time to fill (TTF) for your open positions. According to SHRM, the average time to fill is 42 days. This timeframe will depend on your industry, but if your company’s average TTF is well beyond this benchmark, it’s time to improve your process. You can do this by identifying steps that need to be restructured or even eliminated altogether. You can do this by transitioning to virtual interviews, using an ATS system to identify the most qualified applicants, or removing an entire step in your process. However you choose to streamline your hiring process, these actions will significantly improve your candidate experience.

Provide feedback to candidates

Finally, if you want to improve your candidate experience, you can provide feedback to your interviewees after the hiring process. It is very rare for a hiring manager to give feedback to candidates. Typically, applicants will receive a vague, auto-generated email when they are passed on. If a candidate wants feedback, they usually have to request it from the hiring manager, and it’s a toss-up if they ever receive a response.

So, if you want to show your appreciation for your interviewees’ time, take a moment to give them some feedback. Was a candidate missing a particular skill set? Did they not do a great job answering a specific question? Whatever the feedback is, take a few moments to share your thoughts, and it will go a long way. Providing some input will give your candidates valuable information to improve their odds of receiving an offer in the future.

Not interested in paying candidates to interview?

So, do you think that companies should pay candidates for their time spent interviewing? This is obviously a provocative idea, but it definitely should make you think about what you, as an employer, can do to improve your candidate experience. And if you are looking for more ways to streamline your hiring process, check out our client resources! There are hundreds of helpful tools, tips, and advice to build a better strategy for your hiring team.

How to Streamline Your Virtual Hiring Process

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As business operations continue to reopen and return to somewhat normal, employers are ramping up their hiring efforts. If your company was actively interviewing and hiring candidates during the pandemic, you undoubtfully had to change your hiring strategy. As many of us transition back to the office (or a hybrid schedule), video interviewing is becoming permanent. About 81% of talent professionals worldwide agree that virtual interviewing will continue post-pandemic, and 70% believe it will become the new standard. So, if your company is maintaining a virtual hiring process, how do you streamline it to get the best results?

Establish a cohesive virtual hiring process

As you navigate today’s competitive (and often frustrating) job market, you must establish a cohesive virtual hiring process. This new protocol will likely be a mix of your pre-pandemic hiring efforts and your more recent practices that you had to adjust while working remotely. Essentially, you want to create a standardized process that you can consistently utilize across your entire company. Once you establish this process, you want to document it and make it available to all hiring managers. The more transparent your new process is, the smoother the transition will be across the board.

Test necessary technologies

Like we recommend to all job seekers, you must test the technologies you will be enlisting to implement your virtual hiring process. If you worked remotely for over a year, you probably had your Microsoft Teams, Zoom, or other technologies dialed in. However, if you are back in the office, it’s best to reexamine your tools to ensure everything is working properly. Technology is great when it works, but you may face some kinks with your communication tools when returning to the office. Review all your technologies and run some tests before conducting any video interviews to ensure a seamless experience for both parties.

Be transparent with candidates from the beginning

Being transparent throughout your virtual hiring process is essential to its success. From outlining your remote work policy to detailing your timetable of making a hiring decision, it’s crucial to be transparent with candidates. The fewer questions that are left unanswered, the better experience you will create for your interviewees. You can clarify many of these issues in your job descriptions. Giving a glimpse of your culture, remote work requirements, and other details before candidates even apply generates a substantial competitive advantage. For example, if you are not supporting a hybrid workforce, you can save yourself (and prospective applicants) a lot of valuable time by outlining that in your job description. The more details you can share at the begging of the process, the more efficient it will be.

Develop standardized interview questions

Have you ever been to a panel interview, and each interviewer takes turns monotonously asking a list of basic questions? Yeah, most of us have. While we are not recommending such a dry interviewing process, it is essential to develop standardized interview questions. Obviously, some of these questions may differ from department to department, but having a core group of interview questions is key to success. Standardized questions will allow you to compare candidates on an equal playing field and help your hiring team eliminate any unconscious biases.

Pro tip: You can also record remote interviews so you can refer back to a candidate’s specific response or share with a colleague that may have had to step out unexpectedly. Just make sure you let each candidate know they are being recorded.

Treat candidates as if they were interviewing in-person

Treating candidates the same as if it was an in-person interview is probably the most vital step. Let’s face it, video conversations with someone you have never met before can be a little awkward. It can be challenging to develop some small talk or banter to make the interview more conversational. However, do your best to treat the interview as if it was face-to-face. Have everyone on the hiring team mute their phones and work notifications, dress appropriately, and eliminate any other distractions. It can be tempting to veer over to a work email while talking with a candidate. However, please give them the respect they deserve by devoting your attention to them.

If you are struggling to make the interview more conversational, you can ask a few fun questions at the beginning. These ice breaker questions will help the interviewer be more comfortable and help them open up a bit. Also, body language is crucial! Don’t forget to smile, make good eye contact, and nod your head to illustrate that you are listening. Your interviewees will reciprocate this energy, and the interview will overall be more productive.

Need more help developing your virtual hiring process?

Transitioning to a virtual hiring process can be tricky, but these five tips will help your streamline your process and yield better results. If you are looking for more tips to improve your hiring practices, take a look at our Client Resources!

Client Resources

When Should You Ask About WFH in the Hiring Process?

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As the country continues to heal from the aftermath of the pandemic, more jobs are returning. According to the latest JOLTS report, there are 9.2 million job openings as of May 2021. Furthermore, over 850,000 jobs were added by the U.S. economy, significantly surpassing economists’ projections of 700,000. So, with so many jobs available and 42% of employed job seekers looking for greener pastures, more people are starting to dip their toes into the job market. But if you are looking for a new position and want (or even need to) work remotely, when is the best time to broach this question? Here is when you should ask about working from home during the hiring process.

WFH policies are usually in job descriptions

So, if you are searching for a new job opportunity and remote work is a must-have, when should you ask the hiring manager? Typically, job descriptions will give you some indication of the company’s work from home or hybrid policies. Explaining the onsite or remote work policies in job descriptions became the norm during the pandemic, and now that we are well into recovery mode, most employers are still making this clear. Job descriptions are either clarifying that they are onsite positions to avoid any confusion, or employers are giving a glimpse at their remote work policies to lure in new candidates. Either way, most employers are (and should) share these details in their job descriptions.

When to pop the WFH question

However, if there is no mention of the company’s policies, you may have to ask for clarification. So, if working from home is an absolute must, when should you ask about WFH in the hiring process? It’s usually best to ask at the beginning of the process to save both you and the employer time. If the hiring manager or recruiter does not mention the topic at the beginning of an interview or pre-screening, you can safely ask towards the end of your conversation. Generally, this topic will come naturally during an initial interview, as most employers want to make their policies know upfront. If they do not support any remote work or hybrid working formats, they will usually be straightforward to weed out candidates with remote work as a main priority.

Nevertheless, if remote work is a deal-breaker for you, you should ask about it during that initial interview. Even if a company supports remote work or a hybrid schedule now, that doesn’t mean they will do so, say six months from now. Many companies are still evolving to offer safe working environments for their staff. In other words, the employer’s remote work policy may not be set in stone and could change as time goes on. So, if this conversation does not arise during your initial interview, you should ask for details towards the end of your meeting.

How to ask about working from home

If you need to broach the subject, you can easily do so with a quick question. Here is an excellent example of how to ask about WFH during the hiring process:

“The job description did not clarify if this position is onsite only or offers the opportunity to work remotely. Can you please elaborate on your work from home policy?”

This question is a simple way to get a better idea of the company’s WFH situation. But if you absolutely must work from home and you need to ensure remote work is a permanent perk at the company, you can clarify their policy with the following question:

“So, you mentioned that some employees are currently working remotely. Is this a policy [company name] plans on supporting in the future?”

Asking this question is an excellent way to understand the company’s stance on working from home permanently.

Don’t be afraid to ask

At the end of the day, don’t be afraid to ask the employer about their WFH plans. Policies are changing, and remote work is more convenient in specific locations and industries. As long as you ask earlier in the hiring process, you are in good shape. Just like with the salary and benefits, never start the conversation off with the company’s opinion on working from home. And even if they do not support a hybrid workforce, that doesn’t mean they won’t make an exception for the right person. You don’t know until you ask, but you must ask at the appropriate time.

These 7 Deal Breakers Could Be Costing You Candidates

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Modern-day candidates have different priorities than even just a few years ago. And when a hiring process is less than ideal, they aren’t settling. Top talent will wait for an opportunity that matches their wish list and a hiring process that demonstrates they would be a valued team member. “Each touchpoint in the recruitment process vitally matters to job seekers,” explains Richard Wahlquist, ASA President and CEO. During challenging economic times, companies cannot afford to miss important details that prevent candidates from applying to their jobs or accepting job offers. Here are seven deal breakers that could prevent candidates from accepting job offers.

Inappropriate Interview Questions

Over half (53%) of U.S. people say that inappropriate interview questions would deter them from accepting a job offer from a company. These inappropriate questions can range from flat-out illegal to simply distasteful. So, what questions should you ask? Here are a few of our recent favorites.

Unrealistic Job Or Skill Requirements

51% of candidates simply won’t apply to a job that lists unrealistic job or skill requirements in the description. Consider dialing it back on your job description to cast the widest net possible for diverse and qualified candidates. You can always narrow down necessary skills later on in the job process.

Misrepresenting Job Duties

Similar to unrealistic requirements, candidates tend to feel tricked if the job turns out to be a complete 180 from what they first applied to. In fact, 50% of candidates won’t accept a job offer if they feel the duties have been misrepresented. So, even when simplifying your job description, be sure to keep it honest and in line with the actual job. (If you’re looking for more job description advice, check out what makes a great job description here.)

Aggressive Behavior Of Recruiter Or Hiring Manager

They say distance makes the heart grow fonder, and in the case of candidate pursuit, that certainly seems to be the case. 49% of top talent doesn’t want to be aggressively pursued or given unrealistic ultimatums. Instead, they value a recruiter or hiring manager who prioritizes their needs during a hiring process.

Not Responding To Questions About Open Positions

Job applications are a significant time investment for candidates. And for 38% of candidates, it’s a deal-breaker if questions go unanswered. If they reach out with questions during the application process, it leaves a lasting impact if they get an immediate and direct answer. Similarly, during the interview process, great candidates will come prepared with a list of important questions. They will value interviewers who take the time to answer thoughtfully.

Poor Follow-Up By Recruiting Or Hiring Manager

We’ve all heard horror stories from both sides of the desk regarding ghosting during the hiring process. 37% of candidates will be turned away from a job if the communication process is lacking. Be sure to layout clear next steps and follow through with timelines throughout the entire hiring process. (Yes, even if you’re turning a candidate down!)

No Face-To-Face Contact During Hiring Process

Admittedly, this one can be challenging amidst the recovery from a global pandemic. However, face-to-face interaction is still important to 30% of job applicants. If your area is still in some form of lockdown, you can achieve this via video interviews. To go the extra mile, allow your final candidates to meet the entire team on video chat so they can envision themselves as part of the team.

Interested in more interviewing and hiring tips? Explore our client resources here.

How to Attract Applicants in A Competitive Job Market

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The unemployment rate is currently sitting at a pandemic low of 6% and the U.S. economy added nearly 1 million jobs in March. The result is the candidate-saturated market is quickly transforming into a competitive one. So how can your hiring team attract qualified candidates that fit your company dynamic? Here are a few suggestions to source the best candidates in a competitive job market.

Refresh your employee benefits

One of the best ways to attract applicants in a competitive job market is to refresh your employee benefits. Is your company currently offering a traditional vacation and sick time policy? If so, it’s time to review and revise it to fit our current climate better. If you are still offering sick time and vacation time, you should start thinking about offering a paid time off (PTO) pool. Updating to a PTO policy will give your employees more flexibility and control of the time they earned, and it will let them utilize it as they need.

Flexibility is key

Last year, employers were forced to quickly shift their gears to remain operational. Companies that wouldn’t have even batted an eye at supporting remote work suddenly found themselves knee-deep in Zoom meetings. Thankfully, we can see the light at the end of the tunnel with the pandemic. However, if your team wants to attract applicants in this competitive market, you must remain flexible. What if you find the perfect candidate, but they need the flexibility to work from home twice a week because their kids have virtual learning. Are you going to turn away this top-tier candidate because you want them working from the office 9-5 every day? When possible, offer flexibility that the best candidates have grown to love over the last year, and you will instantly see a boost in your applicant pool (and retention rates!).

Offer employee referrals

To encourage your current employees to get involved in the recruitment process, offer a referral program. Whether that’s a cash bonus, gift card, or some company swag, your employers are more likely to submit an employee referral if they have an incentive. Creating an employee referral program is one of the easiest and cheapest ways to receive qualified candidates that will fit your company’s culture. Typically, your employees won’t stick their necks out for just anyone. Plus, you can establish your referral program, so a bonus is only available for a successful hire. You can even place a time restriction on it. For example, employees only get a bonus if the referral is hired and stays on the team for at least 30 days.

If you think that offering a referral reward for an employee recommendation is expensive, keep in mind the average cost of a vacancy. Having a vacancy open for weeks or even months can be much more costly than a $200 Amazon gift card.

Partner with a recruiting firm

If you are serious about attracting applicants in a competitive job market, working with a professional is a wise decision. Recruiters that specialize in your industry are great resources to have on hand. We have pipelines of talented candidates that are ready to make a career transition. If you are ready to tackle this competitive market head-on, reach out to us today. At JSG, we have offices across North America that are ready to source the best candidates on the market.

4 Tips For Successful Recruitment Strategy

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Finding the best candidates to fill your open positions is no easy task. There are a ton of excellent candidates looking for a new opportunity right now, and it can be tough to hire the right one. With remote interviews, social distancing, and other safety protocols, ensuring you hire the best candidate is even trickier. You must improve your hiring activities to ensure your team makes the right hiring decisions. Here are four tips to craft a successful recruitment strategy.

Pair down your applicants

The first step in establishing a successful recruitment strategy is narrowing down your job applicants. We are in a candidate-saturated market, thanks to the coronavirus. As a result, there are a ton of qualified (and not so qualified) candidates on the market. You can pair down your candidate pool in several different phases of the hiring process. Start by crafting a detailed job description to weed out candidates that may not be interested. Then, add application requirements such as a cover letter or samples of work. Asking for resources beyond a resume will instantly trim out some of the fat and make your recruitment practices leaner. Next, you can weed out candidates in the initial interviewing stage by asking behavioral interviewing questions. Asking the right interview questions will help you identify the candidates that are more qualified and a better fit for your team.

Make a decision quickly

When it comes time to make a hiring decision, don’t dilly dally. If you know who you want to add to your team, present them your best offer. Yes, we are in a candidate-heavy market, but that isn’t going to last long as more employers ramp up their hiring efforts this summer. With the unemployment rate currently at a pandemic-low of 6%, more employers are actively hiring. If you don’t want to miss out on your best candidates, make a decision quickly. If they accept your offer, immediately send out the offer letter to get it signed. The sooner the deal is official, the more likely they will not accept another employer’s offer.

Keep your backup candidates until the deal is done

Before you turn away your runner-up candidates, wait for the hire to be official. No, you don’t have to wait until they actually start working, but don’t turn away your backup candidates until your number #1 choice has signed on the dotted line. If you turn your runner-ups away, you run the risk of starting the hiring process over again if your top candidate backs out. Wait until the background check comes through and the offer letter is signed to turn away any secondary candidates. Holding on to your secondary candidates is an essential part of building a  successful recruitment strategy.

Enlist the help of a recruiter

One of the simplest ways to implement a successful recruitment strategy is to partner with a recruiter. If you are struggling to fill a couple of your roles or need quality candidates quickly, working with a professional recruiting firm is a smart move. Top-tier recruiting agencies, like Johnson Service Group, thoroughly vet our candidates before we submit them. If you work with us, you will never receive a resume from a candidate we haven’t screened. If you want to take your recruiting strategy to the next level, reach out to us today! We have customized staffing solutions to meet your team’s individual hiring needs.

How to Vet Candidates in the Post-Pandemic Job Market

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The unemployment rate has slowly been ticking downward as employers continue to rebound from the pandemic. Some industries are thriving, while others are preparing to ramp up their hiring efforts for the spring. But with a job market flooded with job seekers and workers looking to enter into pandemic-proof career paths, hiring managers have a ton of resumes to sift through. Ideally, these new additions to your team will stick around for the long haul and make a significant impact on your team. Thus, assessing a candidate’s fit is essential. If you are struggling to pin down the best talent this year, here is how to vet candidates in the post-pandemic job market.

Use a skills test

With an influx of job applications, utilizing skill assessments will help you identify candidates that will excel in the position. Although hard skills aren’t everything, your hiring team needs to know if a candidate can perform the basic functions of the job. These tests are not new, but they are an excellent method of highlighting each of your open positions’ best applicants. Skill assessments will help you weed out the least suitable candidates and streamline your hiring process. These tests are also helpful at discouraging the applicants that are spamming their resume in the post-pandemic job market.

Culture compatibility is crucial

Identifying candidates with the right skill sets is imperative, but culture compatibility is crucial for long-term success. You can teach almost any employee hard skills, new processes, and other details important for a particular role. However, you cannot train a new employee to fit your team dynamic. Behavioral interview questions can help your hiring team identify the candidates with the energy, passion, and work ethic that will make them successful. These questions will penetrate the surface-level assumptions you can make when initially interviewing candidates; they will also help you look beyond a candidate’s skills. These exercises are even more critical if you have a hybrid workforce with employees working both on-site and remotely.

Partner with a recruiting firm

Hiring suitable candidates for your team is no simple feat, and vetting candidates in the post-pandemic job market is even more challenging. Analyzing a candidate’s hard skills and culture compatibility will be essential moving forward. Although, performing these exercises can be time-consuming and difficult. If you need these job openings filled immediately, consider partnering with an external recruiting firm. The best recruiters will thoroughly vet candidates for their aptitude and fit before their resume even reaches your desk. At JSG, we meticulously vet each of our candidates to ensure they will mesh well with your team and make an immediate impact on your organization. Reach out to us today, and let’s work together to navigate the post-pandemic job market.

How To Assess An Employer During A Remote Hiring Process

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During a traditional hiring process, one where you interview with a prospective employer in person, it is pretty easy to get a feel for the company. You get to see how co-workers interact with each other, what the office environment is like, and get a general feeling for the company. However, with most interviewing processes becoming remote, it can be challenging to understand these things and evaluate if this company is a good fit. If you are trying to determine if a company you are interviewing with is a good match, here is how to assess an employer during a remote hiring process.

Do your due diligence

Before you even apply for a job, take some time to do your due diligence for the company. Check out their website and read their mission, vision, and any information you can find about their culture. You can typically find this information on “about us” or “career” pages. See if they have a blog or social media to find some behind-the-scenes posts about their team. You may even get some great examples of how their team interacts or bonds with one another while working remotely. 

If you want some examples of the company’s culture from the horse’s mouth, take a look at company reviews. You can find reviews from current and past employees on sites like Glassdoor, Indeed, and Google. Take a few minutes to read some reviews and see what employees are commenting about their culture.

Ask specific questions during your interview

One of the best ways to get a feel for a company during a remote hiring process is to ask specific questions. You will likely have some questions you want to ask the hiring manager or recruiter after doing your research. Write these down and prepare yourself to ask them during your interview (if they don’t already come up naturally). These questions must be specific to be effective. If you ask cookie-cutter questions like “what is your company culture like?”, you will get generic answers. Ask questions about the things that matter to you – the aspects of an employer that will impact your decision to work there or not.

Here are a few good example questions you can ask:

  • What was the most significant obstacle your company had to overcome after the pandemic hit?
  • How does your team remain close, even when working remotely?
  • How has your company culture changed with parts of the team working remotely?
  • What does the team do for fun with the lack of in-person activities?

Pay attention to what you can

With a remote hiring process, it is more challenging to pick up on red flags or cues. However, as you navigate through the process, you have to pay close attention to what you can. Observe body language during virtual interviews to gauge the excitement of the team and hiring manager. Are they excited to meet with you and have positive energy? Or does everyone seem disengaged and act as they’d rather be anywhere else? Interviews are serious interactions, but that doesn’t mean you can’t determine if the team gets along well with each other and has fun.

Looking for more job search tips?

These are three ways you can assess an employer during a remote hiring process. If you are looking for more job-search advice, take a moment to review our candidate resources! We have hundreds of useful tips to help you excel through your job search. Or, if you are ready to find a new opportunity that’s right for you, take a look at our job board.