Preparing an Applicant for an Online Interview
When preparing an applicant for an online interview with an employer, it’s crucial that a recruitment consultant ensures the candidate is fully equipped and confident for the interview. This preparation should focus on the technical aspects, interview content, employer expectations, and professionalism. Here’s a step-by-step guide you, as a recruitment consultant, should follow to properly prepare an applicant for an online interview:
Understand the Employer’s Expectations
- Job Role Requirements – Before preparing the candidate, ensure you fully understand the employer’s needs for the role. Know the job description, key competencies, and any specific qualifications or skills the employer is looking for.
- Company Culture – Familiarise yourself with the company’s values, work environment, and culture. This helps you give the candidate a clear sense of the company’s expectations for both hard and soft skills.
- Interview Format – Confirm the format of the interview (e.g., one-on-one, panel, or technical assessment) and the key interviewers involved.
Provide a Detailed Briefing on the Role
- Role Responsibilities – Clearly explain the responsibilities, challenges, and opportunities of the role. Make sure the applicant understands the specific tasks they would be responsible for.
- Key Skills and Competencies – Highlight the key skills the employer is seeking. If the role requires technical expertise, point out specific areas the candidate should be prepared to discuss or demonstrate.
- Career Growth and Prospects – Brief the candidate on potential career paths within the company. Employers often look for candidates who show long-term commitment, so understanding growth opportunities can help the candidate align their ambitions with the company.
Help the Applicant Research the Company
- Company Background – Encourage the applicant to research the company’s history, mission, values, and recent achievements. Websites, social media pages, and news articles are great resources. Ensure the candidate is ready to explain how their personal values align with the company’s.
- Products/Services – Make sure the candidate understands the company’s offerings, as they may be asked to relate their experience to these products or services.
- Current Events – Advise the applicant to stay informed about any recent news related to the company or industry trends. This can help them come across as well-prepared and knowledgeable.
Prepare for Common Interview Questions
- Typical Questions – Help the candidate anticipate common interview questions, such as:
o “Tell me about yourself.”
o “What interests you about this role?”
o “Why do you want to work at this company?”
o “What are your strengths and weaknesses?”
o “Can you describe a challenging situation you’ve faced at work?”
- STAR Method – Recommend that the candidate uses the STAR (Situation, Task, Action, Result) method to answer behavioural questions, especially when discussing past work experiences.
- Tailored Responses – Coach the applicant on tailoring responses to the role and company. For instance, highlight specific skills or experiences that match the job requirements and the company culture.
Technical Preparation for the Interview
- Test the Technology – Ensure the candidate is familiar with the video conferencing platform being used (e.g., Zoom, Teams, Google Meet). Encourage them to:
o Download and install the software in advance.
o Test their internet connection, camera, and microphone.
o Ensure their laptop or device is fully charged, or they are near a power source.
- Dress Code – Even though the interview is online, the candidate should still dress professionally, as they would for an in-person meeting. Advise them to wear neutral, business-appropriate attire.
- Interview Environment – Make sure the applicant:
o Finds a quiet, well-lit, and professional-looking space for the interview.
o Minimizes distractions (turn off phone notifications, mute other devices, etc.).
o Has a clean, clutter-free background or uses a virtual background if appropriate.
Coach the Candidate on Body Language and Communication
- Eye Contact – Advise the candidate to look into the camera, not at the screen, to simulate eye contact. This creates a more engaging and personal interaction with the interviewer.
- Posture and Gestures – Recommend that they sit up straight, avoid slouching, and use subtle hand gestures when necessary to emphasize points.
- Voice and Tone – Remind the candidate to speak clearly, at a moderate pace, and to vary their tone to keep the conversation dynamic and engaging.
- Listening Skills – Encourage them to listen carefully to each question, pausing briefly before answering. It’s important not to interrupt the interviewer or rush through responses.
- Smiling and Engagement – A smile can convey enthusiasm and a positive attitude, so coach them to use facial expressions to show interest and confidence throughout the interview.
Practice Mock Interviews
- Simulate the Interview – Conduct a mock interview using the same video conferencing platform that will be used in the actual interview. This allows the candidate to become more comfortable with the technology, receive feedback on their performance, and practice answering questions under interview conditions.
- Review Key Points – After the mock interview, give the candidate constructive feedback on areas they can improve, such as the clarity of their answers, their body language, or their technical setup.
Preparing for Questions to Ask the Employer
- Meaningful Questions – Encourage the candidate to prepare a few thoughtful questions to ask the employer at the end of the interview. These should show genuine interest in the company and the role. Examples include:
o “What does success look like in this role?”
o “How do you support career development and growth for employees?”
o “Can you describe the company culture and how this team fits into it?”
o “What are the biggest challenges the team is currently facing?”
- Avoid Overly Generic Questions – Ensure the candidate avoids asking questions that can easily be found on the company website or questions that imply they haven’t researched the company.
Ensure the Candidate Understands the Interview Process
- Interview Format and Timeline – Explain the structure of the interview process (e.g., one stage, multiple stages, or technical assessments). Let the candidate know the duration of the interview, who will be conducting it, and whether there will be any follow-up interviews.
- Follow-Up Expectations – Inform the candidate of when they can expect feedback and what the next steps will be after the interview. Provide them with your contact information in case they have any questions afterward.
Discuss Potential Technical Difficulties
- Backup Plan – Prepare the candidate for potential technical issues, such as internet problems or platform glitches. Instruct them to remain calm if such issues arise and to have a backup plan ready (e.g., using a phone as a hotspot or switching to a phone call if necessary).
- Time Management – Encourage the candidate to log in to the interview platform 10–15 minutes early to account for any technical problems and to appear prompt and organized.
Boost the Candidate’s Confidence
- Positive Reinforcement – Remind the candidate why they were chosen for this interview and reassure them of their qualifications for the role. Highlight their strengths and how their experience aligns with the company’s needs.
- Stress Management – If the candidate is nervous, provide tips on managing anxiety, such as deep breathing exercises before the interview or practicing answers in front of a mirror.
- Encouraging a Natural Approach – While preparation is key, remind the candidate to be themselves. Employers value authenticity and someone who can engage naturally, even in a virtual setting.
Confirm Interview Logistics
- Double-Check Details – Ensure the candidate knows the date, time, and time zone of the interview, as well as who they’ll be speaking with. Send them the meeting link again the day before to prevent any last-minute confusion.
- Interview Notes – Advise the candidate to have a printed copy of their CV, a notepad, and any company research or prepared questions nearby, but remind them not to rely too heavily on reading from notes during the interview.
As a recruitment consultant, your role in preparing the candidate is crucial to their success. By equipping them with the right tools, strategies, and confidence, you can ensure they present themselves effectively during an online interview. This, in turn, enhances their chances of impressing the employer and securing the job.
For more information contact
jameshickman@searchmarkets.com
www.searchmarkets.services
