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At the same time, employers and recruiting companies need to consider certain risks. Here are the “Big four”:
 

1.“One-way conversations”: The intention of these meetings is usually to get to know each other better. These conversations should not be one-way, but two-way interactions since it is not just the candidate applying to work for the company, but also the other way around. Nonetheless, it is frequently the case that the introduction of the company is limited to just a few minutes, while the majority of the time is devoted to discussing the candidate and their career. This is not sufficient to provide the candidate with all the required information. Therefore, the employer should take time for a round of introductions of all people attending as well as the company and a detailed and convincing presentation of the open position. This shows the company’s interest in the candidate, appreciation and good preparation.

2. “Diving right into it”: If you want to build rapport with a candidate, some small talk and warm-up are necessary to help them feel more comfortable and open up. This principle also applies when interacting in a virtual space. When meeting personally, this is taken for granted. Unfortunately, it happens frequently in virtual interactions that this point is skipped for the sake of efficiency. Consequently, there is a distance between the attendees, the conversation does not flow naturally, remaining on a very superficial level.

When the conversation suddenly gets very specific after three minutes (“Why do you want to leave your current employer?), it is not surprising that the interviewee may not feel at ease responding to the questions. As a result, the interview does not go well.

3. Unrealistic expectations: There are quite a few candidates who have not undergone any job application processes within the last two to three years. Candidates with experience in traditional job application methods may lack familiarity with the world of digital recruiting. Typically, they are precisely who hiring companies often look for: Candidates who have held a position successfully for six to seven years, have a proven track record and are now looking for the next professional step. Try to bear this in mind though, to avoid potential disadvantages in the recruitment process.

4. Insufficient time management:  The candidate should be given at the very least ten minutes to ask questions at the end of the interview. This should be established as part of the conversation right from the beginning and the moderator needs to ensure that it happens. Well-reflected and posed questions are good indications of authentic interest, comprehension for the business and leadership qualities.