In a recent LinkedIn poll of 474 candidates who were asked what their interview preference was, a resounding 55% responded with the choice of ‘Remote video is the way to go’. This coupled with a strong response of 30% for the choice of ‘In-Person only for the final stage’, means a whopping 85% prefer remote video interviews. ‘Always in-person is best’ scored just 15%. Certainly food for thought for clients.
Our team of recruiters report similar experiences to the above findings:
John Ryan, Technical Recruiter, reports that ‘candidates are still very keen to do remote interviews, purely for convenience as much as anything else. But, when it gets to the 2nd stage and they are onsite interviews, they are happy to attend, meet potential new employers, and see the site’.
Similarly, Eddie McAndrew, Recruitment Consultant for engineering and customer success roles at E-Frontiers, has found with recent roles that ‘2 stage interviews have proved most popular. The first stage is via teams, with the second onsite. It is rare that an offer will come without the client meeting the candidate face to face. Candidates prefer Teams interviews but generally for second stage interviews they are always comfortable with onsite, as they usually want to get a feel for the office and get to meet who they will be working for’.
This research tells us that the ideal approach for clients is not a one-size-fits-all solution. While the nature of the role, the industry, and personal preferences must be considered, a hybrid model that combines in-person and remote interviews seems to be the most promising path forward. And I think is the best solution for clients to ensure good hires.
Certainly, initial screening rounds and tech assessments can take place remotely and clients not already doing this should consider moving towards it. This works in accommodating obvious candidate preferences for video and works in favour of the client by casting a wider net to a broader talent pool and bringing efficiencies and inclusivity to their hiring process. In-person interviews can then be reserved for the final critical stages, where cultural fit and deeper personal evaluations are important.
The changing landscape of interviewing highlights the importance of flexibility and adaptability in the hiring process. Employers should adopt a flexible approach and consider a mix of both in-person and remote interviews, offering candidates genuine options. By embracing this diversity in interview formats, organisations can ensure they are making the best and most informed hiring decisions.