A one-way virtual interview is similar to a face-to-face interview, except it’s faster and easier.
- Companies should therefore ask similar questions they would have during a typical interview.
- The ideal structure for an interview has three sections: a soft start, functional and technical questions and ending with behavioural based questions.
If one thinks of a typical face to face interview, a one-way virtual interview through Wamly is exactly the same, except it’s easier, faster, and more convenient.
Therefore an organisation should ask all the questions it would’ve asked during a typical interview when building a Wamly interview guide associated with a role.
Wamly founder Francois de Wet, a trained industrial psychologist with over ten years of experience in talent acquisition, says all interviews consist of three main elements, namely a ‘soft start’, functional and technical questions as well as behavioural-based questions.
He said as this would’ve been done in a typical interview, the same structure should be repeated in a one-way virtual interview despite a panel not being present.
De Wet’s structure for the ideal interview is:
1. Start an interview with ‘soft questions’
Any interview should always be guided by keeping the job description in the back of the panel’s mind (the requirements and competencies required in a role), and with every question, build-up to get the information needed to make a hiring decision.
Ask about a candidate’s career to get an understanding of how they progress and hiccups they might have had. This will help the candidate to grow comfortable and share more freely.
2. Ask functional and technical questions
It is important to know whether a candidate has the capabilities to fulfil a role. Questions around their knowledge and experience are therefore important.
A company is trying to understand if this person will match the requirements of the role by asking technical questions that represent the activities in the job.
For example, through Wamly’s one-way virtual interview software, accounting firm The Beancounter asks candidates a difficult tax question to know whether they have the necessary skills.
Once listened to this answer, they are able to very quickly decide if they will listen to the rest of the recording.
3. Ask behavioural-based questions
Finally, a company wants to understand how a candidate’s personality might suit the requirements of the role. Try to avoid ‘yes and no’ questions, but ask open-ended questions about how a candidate would respond in situations from a behavioural perspective.
Behavioural-based questions will differ depending on the role, which industry a candidate is being hired for, and should again be highlighted in the role profile.
For example, in hospitality, you might ask how a candidate will respond to a difficult customer.