The COVID-19 pandemic remains one of the biggest disruptions for organizations in living memory. HR and talent-related departments have been particularly impacted as they try to navigate the uncertainty surrounding employment and hiring. Not to mention, creating a socially-distanced selection process has created a new set of challenges for HR leaders.​

We know that virtual interviewing – actually all interviewing – can be nerve racking and is a unique experience compared to a traditional interview. But in today’s world, it is necessary and many organizations use it.  It has become a great way – now more than ever – to get to know you and interact with you to see if you will be the right fit. There are many things that you can do to prepare yourself for a virtual interview.​

As COVID-19 continues to impact daily life across the globe, more and more organizations are reinventing their recruitment and selection process, such as moving to a more virtual selection process – especially for the employment interview. During the transition, it’s paramount that organizations ensure no new component introduces unfairness or bias into the process. We’ll discuss what bias is and 5 practical ways you can ensure your virtual interview process is fair and equitable.​

The COVID-19 pandemic has pushed organizations to be more adaptable. Information is now communicated over a video-chat, instant messaging, or emails, to name a few. With this virtual push, there’s never been a better time to revamp your selection process while adhering to social distancing. Our Virtual Interview is the perfect solution.​