When selecting tools and platforms for online interviews, it is crucial to prioritize the candidates' needs rather than solely focusing on what is suitable for the organization. If the organization's preferred tool requires a high amount of resources and memory from a modern computer, what happens if the candidate participating in the interview does not have access to such technology? What if the organization's preferred tool consumes excessive data, and the candidate lacks sufficient internet bandwidth due to their spouse also working from home and their two teenagers using up data for online gaming? It is important to choose tools and platforms that consider these potential limitations and inconveniences for the candidates.

Treat it as a in person interview. Make sure your connection is strong and you are without distractions. Hope this is helpful

To have a solid and productive interview, rethink interviews. Give the candidate the interview questions - along with the expected performance outcomes - ahead of time. The best interviews flow like great conversations and if you have a starting point such as known questions and known outcomes, you’ll set the conversation up for greater success.

To help candidates prepare, it can be beneficial to share anecdotes about previous interview experiences, highlighting both interesting moments and instances of technology failures. For instance, you can recount stories of a candidate's pet unexpectedly interrupting an interview session, a candidate's parent delivering coffee or food to their child during a live interview, or even your own experience of being overly conscious about your appearance during an interview. Sharing these stories will help put candidates at ease, enabling them to be authentic and bring their true selves to the interview.

There is nothing more to add here except, just do it. I'm not sure how we moved so far from making candidate experience a priority, but candidates are frustrated with the process because of the lack of follow-up. Don't add to the problem. We need to stop this negative recruiting habit now and get things turned around.

Best practices for online interviews and assessments: Ensure technical Readiness Clear and concise communication Structured interview process. Minimize distractions and use a professional background Encourage candidates to express themselves Use reliable online assessment tools Share feedback and address concerns Conduct fair and unbiased assessments Communicate post-interview procedures By implementing these best practices, organizations can conduct effective and fair online interviews and assessments, contributing to a successful hiring process.

There are 3 types of interview results in common: 1. Recommended to continue to the next step 2. Keep in View 3. Not Recommended Follow up will always be there if the candidate status is recommended. but if the candidate status is in no.2 &3, most of the time recruiter is avoiding to give the updates to the candidate. It is important if we use ATS system, to automate this process when we update the candidate status in ATS, it should give direct notification to the candidates. and keep encouraging / welcoming the candidates to try other roles in the company.

Conducting online interviews and assessments requires specific strategies to ensure efficiency, fairness, and effectiveness. Communicate clearly, create an open and safe environment for discussion, create a professional environment, use structured questions, offer opportunity to ask questions about the role, company, or culture, ensure the assessments are fair, unbiased, and respectful to the candidates, use active listening techniques. Most importantly, regularly review and refine the online interview and assessment processes.