Google Joins a Growing List of Companies Banning On-Site Job Interviews Due to Coronavirus

Google Joins a Growing List of Companies Banning On-Site Job Interviews Due to Coronavirus

Now’s the time to integrate remote job interviewing capabilities into your organization’s hiring process.

March 10, 2020
In an effort to safeguard employees, American corporations are beginning to take steeper action in response to the growing threat of COVID-19 (novel coronavirus).

In the latest example, Google has begun informing job candidates that it would be conducting all job interviews over video conference. The tech giant joins a growing list of employers who have announced similar action, including Amazon and Facebook.

What may sound like a simple pivot in how companies conduct interviews actually poses new challenges for employers. The move may also unfairly impact candidates if recruiters lack a clear process or are inconsistent with how they conduct video interviews.

Think Long Term

While popular video conferencing software like Zoom and GotoMeeting offer a simple solution to host person-to-person conversations online, the services were not designed to address the specific needs of the hiring process.

Instead of a band-aid approach, now may be the time to consider integrating remote job interviewing capabilities fully into your hiring process, and to leverage features that will help your recruiting team be more efficient as well.

A Real Hiring Tool

If your organization plans to follow suit and limit on-site interviews, here’s a recommended checklist of features you should look for in a remote-interviewing solution.

  • Live video interviews with both one-to-one and multi-tenant (many-to-one) capabilities
  • Browser-based technology
    • Most video conferencing services require that users download specific software onto their computers, which adds an extra technical barrier for the job candidate. Your solution should allow candidates to complete their interview right from their browser without installing anything.
  • On-demand video capabilities
    • If you’re going to shift to a web-based solution, why not take full potential of the technology? On-demand video interviewing allows candidates to answer pre-recorded questions on their own time, which has shown to increase participation and engagement rates from applicants.
  • On-demand audio and SMS interviewing capabilities
    • There’s more than one way to conduct a remote interview. Your solution should be able to offer audio and SMS-based interviews as well, especially for the pre-screening process.
  • Applicant Tracking System (ATS) integration
  • Candidate privacy features
    • Standard video conference services don’t provide strict access control features. If a recruiter wanted to share a recorded video conference with a hiring manager, they would be emailing an attached video file that would be impossible to contain or know who has possession of it after it’s been shared.
  • Personal customer support
    • If your recruiting team needed help, wouldn’t it be nice to work with a support team that understood the recruiting and hiring process and could help you solve problems relevant to your unique challenges?
  • Candidate technical support
    • If you have a candidate experiencing trouble with participating in their interview, there is no simple or direct path from video conferencing providers to support them. Your solution should offer personal technical support to your candidates.

Let’s start the conversation

Harqen’s interviewing and assessment platform can deliver you the above benefits and more. More importantly, our team is here to help you solve challenges in your hiring process and win the competition for talent.

Contact us today for a no-cost, no-obligation review and demo.

In an effort to safeguard employees, American corporations are beginning to take steeper action in response to the growing threat of COVID-19 (novel coronavirus).

In the latest example, Google has begun informing job candidates that it would be conducting all job interviews over video conference. The tech giant joins a growing list of employers who have announced similar action, including Amazon and Facebook.

What may sound like a simple pivot in how companies conduct interviews actually poses new challenges for employers. The move may also unfairly impact candidates if recruiters lack a clear process or are inconsistent with how they conduct video interviews.

Think Long Term

While popular video conferencing software like Zoom and GotoMeeting offer a simple solution to host person-to-person conversations online, the services were not designed to address the specific needs of the hiring process.

Instead of a band-aid approach, now may be the time to consider integrating remote job interviewing capabilities fully into your hiring process, and to leverage features that will help your recruiting team be more efficient as well.

A Real Hiring Tool

If your organization plans to follow suit and limit on-site interviews, here’s a recommended checklist of features you should look for in a remote-interviewing solution.

  • Live video interviews with both one-to-one and multi-tenant (many-to-one) capabilities
  • Browser-based technology
    • Most video conferencing services require that users download specific software onto their computers, which adds an extra technical barrier for the job candidate. Your solution should allow candidates to complete their interview right from their browser without installing anything.
  • On-demand video capabilities
    • If you’re going to shift to a web-based solution, why not take full potential of the technology? On-demand video interviewing allows candidates to answer pre-recorded questions on their own time, which has shown to increase participation and engagement rates from applicants.
  • On-demand audio and SMS interviewing capabilities
    • There’s more than one way to conduct a remote interview. Your solution should be able to offer audio and SMS-based interviews as well, especially for the pre-screening process.
  • Applicant Tracking System (ATS) integration
  • Candidate privacy features
    • Standard video conference services don’t provide strict access control features. If a recruiter wanted to share a recorded video conference with a hiring manager, they would be emailing an attached video file that would be impossible to contain or know who has possession of it after it’s been shared.
  • Personal customer support
    • If your recruiting team needed help, wouldn’t it be nice to work with a support team that understood the recruiting and hiring process and could help you solve problems relevant to your unique challenges?
  • Candidate technical support
    • If you have a candidate experiencing trouble with participating in their interview, there is no simple or direct path from video conferencing providers to support them. Your solution should offer personal technical support to your candidates.

Let’s start the conversation

Harqen’s interviewing and assessment platform can deliver you the above benefits and more. More importantly, our team is here to help you solve challenges in your hiring process and win the competition for talent.

Contact us today for a no-cost, no-obligation review and demo.

Questions about this article?
Email Will Rose at william.rose@harqen.com

See Our Technology

Book a Demonstration

320 E. Buffalo Street, Suite 403
Milwaukee, WI 53202

Phone: +1 (414)755-1962

Subscribe To Our Newsletter

Join our mailing list to receive the latest news and updates from our team.

You have Successfully Subscribed!