Companies that are still actively hiring and need to adhere to the social distancing rule have chosen to move to the full remote interview process.  Most pre-screen interviews have been done remotely, usually, phone interviews where Recruiters or Hiring Managers can pre-screen candidates but now even final interviews are having to be held remotely to respect the social distancing and quarantines.  This means most need to get very familiar with Zoom and GoTo type online meetings since most will be via these apps.

Several employers that I have supported as a Corporate Recruiter have opted for many candidates to be selected via remote interviews and have chosen to go to full webcam interviews in order to save time and money but this is not ideal for all types of roles.  The full remote interview is obviously more ideal for Jr. and Mid-level roles and less ideal for Sr. level managers.  There tends to be more vetting and evaluations that need to be done with Sr level candidates but this can still happen remotely.  Employers need to be creative and treat these interviews similarly to in-person interviews.

The remote interview should absolutely be via webcam where all the interview participants can see one another during the entire interview process.  Body language and candidate comfort when answering questions are more easily evaluated when a manager can visually observe the candidate and listen intently to their answers.  I suggest the interview be conducted just as it would if it were in person and a good rule of thumb is to have several participants (or hiring managers) part of the interview panel. This allows for several to weigh in on their evaluation of the candidate and then later debrief and the interview feedback and evaluation of the candidate.

I also recommend that if there are any doubts that a second webcam interview cannot hurt, its easy and very low cost and may be worth another interview to dig deeper into some of the concerns that were addressed in an interview debrief.

I would caution remote interviews if the candidate would be required to relocate and they have never lived in or visited the location where the new job is located, to not visit the area and not have a feel for the new state can be daunting for candidates, especially if they have to relocate family, children and the cost of living is significantly different from where they are coming from.  Candidates may take the job but there is a higher chance that after they relocate they may be more overwhelmed than they anticipated with the new job, new area and adjusting to a whole new lifestyle that the candidate may realize they made a mistake and not stay.  Relocating a candidate can be trickier and there is a lot more employer risk, an employer will be spending more money to relocate a candidate and there is a higher risk that even if they are able to hire them and relocate them there is a larger risk and more stress for the candidate that needs to be relocated, they could eventually not like the area and leave the firm altogether, more evaluation needs to be done when considering a full remote interview for candidates that need to relocate to a very different location then they are using to living in. That may be a candidate they hold on if there is flexibility in doing so