VIRTUAL INTERVIEWS

“Be so good they can’t ignore you.” Steve Martin

Hosting a successful interview is critical to finding the right candidate.  Virtual interviews could be the future, but face-to-face contact would always be the preferred interview process.  Most companies hire on culture and gut-feel and a bad connection or a pixilated screen is a barrier. Virtual interviews save a lot of time and effort but the best candidate may be put at risk during the process. We have some tips to make your virtual interview a success.

Interviews should be arranged at least 24 hours in advance.  This will give the candidate time to prepare and to make sure they are set up in a quiet space with a good connection. Let them know how long the interview should last, who will be sitting in on the interview, how that person fits into the company and what they can expect from the interview.

Interviews must be set up with a formal invitation by email with all the necessary information on how to join, links etc.  Both parties should check their connectivity before the process starts in the event of technical difficulties.

Make sure that as the interviewer, you are dressed appropriately, in a quiet environment and that your audio and video are clear.  Should you interview from home, do so at a time when the home is quiet and there are no animals or children to distract you.  If you are interviewing from your office, do so in a quite space with no interruptions.  Turn your emails and phones off and close the door.

Have your questions ready and ask all candidates the same set of questions.  Record the conversation instead of writing notes so you maintain contact.  Remember to request permission before recordings are done. Speak slower and clearly as the connection may not be 100%.

Conduct the interview as you would have done in person.  Start by introductions and what roles each person plays if it is a panel interview. Discuss the company and inform them about the role.  Let the candidate talk about themselves so you can get a bit of background knowledge and they start to relax as interviewing can be very stressful.

Practice your virtual interviews with others to ensure you come across in an approachable way.  Check your body language as you want to be “present” and not slouching or leaning back in the chair.

Collier Recruitment is passionate about finding Top Talent through identification and engagement and building our “Top Talent Network”.  Due to the dynamic environment in the recruitment industry, our highly-experienced team are on hand to build long-lasting relationships with clients and candidates, based on our professional support and value expertise.

 “For People Who Count”

 We have highly skilled and excellent candidates ready to join your team in 2021. Please contact us with your requirements and we will be pleased to assist you with your placements.

Bookkeeper – Kempton Park – RNeg

CR0321020

  • Monthly payroll and VAT (calculations) submissions.
  • Income tax calculations
  • Compensation commissioner.
  • Financial statements
  • Bank reconciliation
  • Computer literate
  • Accounts receivable, accounts payable.
Post Big 4 SAICA Articles CA(SA) – RNeg

CR0321021

  • SAICA Articles completed at one of the Big 4 firms
  • Experience in Manufacturing, Commercial, Financial Services, Agriculture, Pharmaceutical and Private Equity Investments
  • Project management (budgets, allocation of work, deadlines
  • Mentoring and coaching junior team members
  • Compilation of high quality working papers and review of juniors work
  • Tax returns
Human Resource Manager – Pretoria– R510K

CR0321022

  • 17 years HR Admin / Managerial experience
  • SAGE VIP and People 300 payroll experience
  • Job Management, People Skills Management, People Equity Management
  • HR and Leave Management
  • IRP5 & mid-year submissions
  • WSP, ATR, WCA, COID
  • Implementing and updating policies