Why Skype and other video interviews make hiring easy
Video interviews rule. Fact.
With the right interview questions, Skype can help check in on verbal communication skills, screen for deal breakers, clarify resume deets and interview candidates in remote locations or distributed teams.
Here’s how initial Skype interviews should roll:
- Introduce yourself with an icebreaker.
- Share basic info about the role.
- Keep an eye on the candidates’ interest.
- Decide whether to move the candidate to the next stage.
Top tip: For remote teams, use video interviews to dig deeper in second and even third-round interviews.
Skype interview questions
- Who or what inspired you to pursue this career?
- What would you consider a healthy work environment?
- What are your salary expectations?
- When can you start?
- What drew you to apply for this role?
- Have you heard about our company before? What info intrigued you? What would you like to learn more about?
Ace your Skype interview questions
- Be organized: Schedule your interview with plenty of time, make sure you’ve got the OK from your candidate and give them the full info.
- Be clear: Give candidates full instructions including your account info/interview link and the correct time (don’t let different time zones catch you off guard!)
- Prepare a space: Choose a quiet corner to avoid noises and distractions, set up way before the interview starts and check your camera and mic work.
- Look at the camera: Look directly into the camera when you speak so it looks like you’re talking directly to your candidate.
- Be prepared: Make sure you’ve got your questions sorted before the interview, but feel free to go off-script.
- Record the interview: This is super useful for you to maintain eye contact and check back on responses later. Note: Always tell your candidate if you plan to record the interview and get written consent via email.
Candidates to avoid
- No-shows: If your candidate doesn’t show up or drops in late to an interview, it’s probably a sign of things to come.
- They’re unprepared: Avoid candidates who haven’t prepared a quiet space for you to chat. If their issues come from tech problems, suggest an alternative time or tool.
- Informal candidates: Remote interviews need to remain professional. If they aren’t dressed appropriately or speak informally, they might not take your company very seriously.
- They’re uncomfortable: Remote interviews can be daunting, but help you figure out their communication skills pretty fast. If they can’t hold a conversation via video, they’re probably not up to remote work.
How to Hire for Your Startup without Copying the 'Unicorn' Next Door — Interview with Sarah Corboliou, Unito (Check out Sarah's go-to phone screening questions!)