Hybrid working and hybrid interviewing – the perfect bedfellows

It finally feels as if the working world in the UK is getting back to normal (I am really going to try and refrain from using the term “new-normal” in this article!) and central to that is the evolution of hybrid working. By and large, those who have worked from home over the last 15 months have proved that it is possible to be as productive as you would be in the office, so the move to a working week which sees working from home and working in the office combine can only be a good thing.

Now that most companies are adopting this stance, it is of equal importance to address the idea of a hybrid interviewing process. 

A study commissioned by HireVue, the video interview and assessment provider, found that 41 percent of 1,140 hiring leaders said they plan to use a combination of in-person and virtual interviews when looking to make their next hire. Whilst this is clearly a step in the right direction, and something that would have seemed unfathomable before the pandemic, I was surprised by how low the percentage was. I think it is absolutely critical that companies offer hybrid interviewing as part of their hiring method; those that don’t will miss out on a large segment of suitable applicants.

Finding the right balance between in person and virtual interviews

It is first worth noting that I firmly believe a face-to-face meeting with a potential new employee arguably carries more weight than virtual interaction. Being able to look them in the eye, shake them by the hand (fist bumping and elbow nudging are also available) and assess body language helps build rapport and trust. However, not everyone is able to visit an office and interview at the drop of a hat. 

Retaining digital interviewing will not only speed up the hiring process, but crucially it will ensure that you do not miss out on recruiting the best people. I work in a particularly job-rich, but candidate-light job market and it is not uncommon for one candidate to have 8-10 interviews going on at once. Those firms who can offer a fast-track interview process that caters to the needs of the candidate are much more likely to successfully hire than those who staunchly return to the days of a long-drawn-out two or three stage face-to-face approach. 

It is worth noting that virtual interviews are also a much more efficient way of streamlining roles that require multiple hires or require multiple candidates to start on a specific date.

Flexibility in the hiring process displays your flexibility as an employer

Another benefit of interviewing virtually is that it highlights how flexible you are as an employer. If I were looking for a new role and was asked to be part of an interview process that was only based on face-to-face interaction, with no flexibility on conducting a virtual meeting, my thoughts would turn to how inflexible this employer was on other matters. Would I be able to work flexibly throughout the week? Are the organisation in question open to embracing new ideas or different ways of working?

The key to a successful interview process is flexibility. If a candidate is adamant that they want to meet potential future employers in person before deciding on a new role and aren’t put off by how this may lengthen the interview process, then so be it. However, if someone does not have the time or wherewithal to meet in person at short notice, then a permanent move to a hybrid interview process has to become the “new-normal” (I didn’t quite manage it!).