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In recent years there has been a significant shift towards virtual interviews in financial services, driven by technological advancements and changing workplace dynamics.
With this model quickly becoming a key component of hiring strategies for many organisations, mastering effective virtual interviewing practices is now crucial for hiring managers, recruiters and HR professionals who are looking to attract and secure top talent.
In this article, we explore the best techniques to keep in mind as you and your organisation continue to embrace virtual recruitment.
Thorough preparation sets the tone for a professional and productive virtual interview:
It should go without saying in the digital age that ensuring good conditions for virtual interviews is a necessity to maintain professionalism.
This involves, first and foremost, checking that your internet connection is reliable, followed by testing your audio and video equipment. Each of these tests should be carried out before the interview is due to take place.
You should also familiarise yourself with whatever platform the interview will take place on. Doing so means that in the event of a technical hiccup during the interview, you’ll be aware of how to remedy it.
To avoid distractions during the interview, it’s important to select a neutral background with minimal visual decoys. This involves keeping the colour palette muted, minimising any clutter and placing personal items, such as photographs, musical instruments and more, out of sight.
The focus should be on the interview and the interview only, and paying attention to your background in this way will facilitate this.
In the interest of fairness and consistency in the interview style, the running order and questions utilised during the interview process should be carefully planned ahead of time.
Starting with more standardised questions that are tailored to the job’s requirements is an effective way to begin, and provides a solid framework for comparing candidates.
Incorporating behavioural interviewing is also an advisable technique. This entails questioning candidates on how they handled specific challenges in their previous employment roles. Behavioural interview questions are excellent for assessing a candidate’s problem-solving skills, adaptability and decision-making abilities. It’s integral for employers to understand not just what a potential employee would do, but how they would do it.
The natural flow of conversation that occurs during face-to-face meetings is unfortunately one of the vital components that is missing during the virtual recruitment process. This void makes effective communication during virtual interviews even more critical. Bridge the communication gap by adhering to the following steps:
As with any sector, a positive interview experience for a candidate seeking a role in financial services will spell good news for your business. To continue to highlight your company as a desirable one to work for, it’s important to display exemplary practices before, during and after the interview. This can be achieved by:
No matter how many virtual interviews you have conducted, there is always room for improvement. Putting the time into continuous upskilling in this department will ensure your organisation remains competitive in the context of hiring and retention.
A helpful way to do this is through collecting feedback from candidates you have interviewed, which will enable you to identify areas for improvement, allowing you to adjust your techniques accordingly.
Staying up to speed on emerging technologies and best practices in virtual hiring will also work in your favour. This may mean adopting new AI tools or refining your approach to remote engagement. Whatever it entails, staying informed will help you stay ahead.
Furthermore, creating a “how-to” guide for colleagues who may not be as au fait with the interview process is an effective way to pass on your knowledge and expertise, enabling the entire company to benefit from the virtual interview skills you have honed.
Another way to remain competitive is through understanding and leveraging technology that enhances the hiring process. An example of this is AI-driven tools, which can help evaluate responses and identify potential red flags, all of which support more objective decision-making.
Conducting virtual interviews with a results-driven approach requires a balance of honed communication skills and reliable technology, as well as a structured approach.
Partnering with a specialist recruitment agency will allow your recruiting team to become equipped with the tools and expertise to succeed. This is exactly what you can expect from 360 Search.
From delving into the challenges of virtual hiring to sourcing exceptional talent, our tailored solutions position your company for long-term success in the competitive financial services landscape.
With extensive expertise in the permanent recruitment market, we understand the intricacies of hiring in the financial services sector. To ensure an effective approach, our consultants work closely with you to assess and shortlist candidates based on your bespoke requirements.
For senior executive and high-profile positions in particular, our dedicated team oversees the selection of candidates who are not just qualified for the role, but who are also a great match with your company’s culture and vision.
Importantly, our approach maximises visibility among the right candidates, ensuring you receive applications from top-tier talent.
Contact us today to discuss our services, streamline your hiring process and create a memorable and professional experience for financial sector candidates.
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