How do you handle remote interviews and onboarding in internet recruiting?

1 Prepare for the interview

Before you schedule a remote interview, make sure you have the right tools and platforms to communicate with the candidates. Choose a reliable and secure video conferencing software, such as Zoom, Skype, or Google Meet, and test it beforehand. Also, prepare a clear and structured interview plan, with a list of questions, topics, and scenarios that you want to cover. Send the candidates an email with the interview details, including the date, time, link, and agenda, and ask them to confirm their availability and readiness.

2 Conduct the interview

During the remote interview, try to create a professional and comfortable environment for both you and the candidates. Dress appropriately, choose a quiet and well-lit location, and minimize any distractions or interruptions. Start the interview with a friendly introduction and a brief overview of the role and the company. Then, ask open-ended and behavioral questions that allow the candidates to showcase their skills, experience, and personality. Listen actively, take notes, and give feedback. At the end of the interview, thank the candidates for their time and interest, and let them know the next steps and timeline.

3 Evaluate the candidates

After the remote interview, review your notes and impressions of the candidates, and compare them with the job requirements and expectations. Consider not only their qualifications and fit, but also their communication skills, motivation, and adaptability to remote work. You can also use online tools and assessments, such as personality tests, skills tests, or work samples, to further evaluate the candidates' abilities and potential. Additionally, you can ask for references or check online reviews and ratings of the candidates' previous employers or clients.

4 Make the offer

Once you have decided on the best candidate for the role, you can proceed to make the offer. Contact the candidate by phone or video call, and congratulate them on their success. Explain the details of the offer, such as the salary, benefits, contract, and start date, and answer any questions or concerns they may have. If they accept the offer, send them a formal letter or email with the offer details and instructions on how to sign and return it. If they decline or negotiate the offer, be respectful and flexible, and try to reach a mutual agreement.

5 Plan the onboarding

After the candidate has accepted and signed the offer, you can start planning the onboarding process. The goal of onboarding is to welcome, orient, and train the new hire, and help them integrate into the team and the company culture. To achieve this, you should design a comprehensive and engaging program that covers pre-onboarding, their first day, first week, and first month. Pre-onboarding should include sending the new hire a welcome email or package with information about the company and their role. On their first day, you should introduce them to their manager, mentor, and colleagues. During their first week, provide feedback and support, as well as arrange training sessions or webinars. Invite them to join social or informal events to help them bond with their team. Finally, in their first month monitor their progress and performance, solicit feedback on the onboarding process, celebrate achievements, and recognize contributions.

6 Evaluate the onboarding

The last step of handling remote interviews and onboarding in internet recruiting is to evaluate the effectiveness and impact of your onboarding program. To measure the results, you can use surveys, quizzes, interviews, or analytics. Indicators to look for include satisfaction with their role, team, and company; retention rate and reasons for leaving or staying; performance; productivity; quality of work, output, and service; and how well they fit in with the company's values, vision, and mission. With this evaluation, you can pinpoint any strengths or weaknesses of your onboarding program and make necessary changes or improvements to enhance your remote hiring and onboarding process.