How do you coach remote candidates after interviews?

Coaching remote candidates after interviews is a key part of the global talent acquisition process. It can help you improve your employer brand, build trust and rapport, and increase the chances of hiring the best fit for your organization. Here are some tips on how to coach remote candidates effectively and ethically.

1 Set clear expectations

Before the interview, inform the candidates about the format, duration, and objectives of the interview. Explain what skills and competencies you are looking for, and how you will evaluate them. Provide them with the necessary tools and resources to prepare, such as sample questions, technical requirements, and feedback guidelines. This will help them feel more confident and prepared, and reduce the risk of misunderstandings or technical issues.

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2 Provide timely and constructive feedback

After the interview, follow up with the candidates as soon as possible, preferably within 24 hours. Thank them for their time and interest, and share your honest and specific feedback. Highlight their strengths and areas for improvement, and provide examples and evidence to support your evaluation. Avoid vague or generic comments, such as "you did well" or "you need to work on your communication skills". Instead, use concrete and actionable suggestions, such as "you demonstrated your analytical skills by solving the case study, but you could improve your presentation skills by using more visual aids and speaking more clearly".

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3 Respect their privacy and autonomy

When coaching remote candidates, respect their privacy and autonomy. Do not share their feedback or performance with other candidates or external parties, unless they give you their consent. Do not pressure them to accept or reject an offer, or to disclose their salary expectations or other offers. Instead, help them make an informed decision by providing them with relevant information about the role, the company, and the benefits. Ask them if they have any questions or concerns, and address them respectfully and transparently.

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4 Maintain communication and engagement

Coaching remote candidates does not end after the interview. You should maintain communication and engagement with them until they accept or decline an offer, or until you close the position. Send them regular updates on the status of their application, and inform them of any changes or delays in the hiring process. Invite them to join online events or webinars that showcase your company culture and values, or connect them with current employees or alumni who can share their experiences and insights. Show them that you value their interest and potential, and that you are not just looking for a transactional relationship.

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Sharee Wells

Certified Career Coach helping ambitious or frustrated people negotiate better salaries, benefits, raises, promotions, and advancement.
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I am a career coach, so my points are generally from the candidate perspective. That may help employers and interviewers with follow up. Almost all candidates do want communication from you re: status of their applications, changes and delays, and opportunities to stay engaged if they are still in the running. Some want feedback on their interview performance, but not all. This can be a "sticky wicket". Some candidates request it (What would prevent you from hiring me? What are your concerns about my ability for this job? Some interviewers "sandwich" critique between two compliments. But if you don't have finesse, you can offend someone risking lawsuits, poor reviews, or other negative push back. Tread carefully.

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5 Learn and improve

Finally, coaching remote candidates is also an opportunity for you to learn and improve your own skills and practices. Solicit feedback from the candidates on their interview experience, and use it to identify what worked well and what could be improved. Analyze the data and metrics on your remote interviewing and assessment process, such as response rates, completion rates, satisfaction scores, and quality of hire. Use this information to optimize your process and tools, and to enhance your coaching effectiveness and impact.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Sravan Kosana

Result-Oriented Human Resource Management | Human Resource Transformation | Talent Acquisition | Organizational Development | Human Resources Leadership - USA | Canada | India
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Based on my personal experience. Remote candidate coaching should have defined goals and expectations. Throughout the coaching process, the mentor or coach should make sure that their objectives are well-defined and shared with the candidate during virtual sessions. It is necessary to determine individual areas of need for improvement from interviews, evaluations, and conversations with the candidates. A structured coaching methodology guarantees goal-oriented and productive coaching sessions and always assists remote applicants in monitoring their development.

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How do you coach remote candidates after interviews?

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1 Set clear expectations

2 Provide timely and constructive feedback

3 Respect their privacy and autonomy

4 Maintain communication and engagement

5 Learn and improve

6 Here’s what else to consider

Global Talent Acquisition

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How do you coach remote candidates after interviews?

1

2

3

4

5

6

1 Set clear expectations

2 Provide timely and constructive feedback

3 Respect their privacy and autonomy

4 Maintain communication and engagement

5 Learn and improve

6 Here’s what else to consider

Global Talent Acquisition

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