1. What inspired you to pursue this career?

This question delves into the candidate’s motivation and passion for the online industry.

Sample answer:

“I’ve always been fascinated by the digital world and its potential. The ability to connect with people globally and create impactful online experiences inspired me to pursue this career.”

2. Do you prefer to work on a team or individually? Why? Give me an example or two in either scenario from your experience.

Understanding a candidate’s teamwork skills or independent work ethic is crucial for online roles.

Sample answer:

“I value teamwork because diverse perspectives lead to innovative solutions. In my previous role, collaborating with the design team helped us launch a successful digital campaign.”

3. Why did you decide to apply for this position? How can you help our team achieve its goals and what do you hope to learn from this role?

This question assesses the candidate’s understanding of the role and their alignment with company goals.

Sample answer:

“I was drawn to your company’s commitment to innovation. I believe my expertise in content strategy can drive engagement, and I hope to learn more about advanced analytics in this role.”

4. Describe a challenging work project you completed. What were its obstacles, what did you do to overcome them, and how did this experience help you grow?

This question evaluates problem-solving skills and adaptability.

Sample answer:

“I once managed a project with tight deadlines. We faced technical glitches, but by prioritizing tasks and rallying the team, we launched on time. It taught me the value of resilience and proactive communication.”

5. Explain how you use/used X software in your current/last job.

Proficiency in specific tools is often essential for online roles.

Sample answer:

“I used X software for content management and analytics. It helped streamline our workflow, and I regularly analyzed data to optimize our online strategies.”

Why conduct an online interview with candidates

Technology advances have made it easier for companies to interview candidates online by using simple tools (e.g. Skype, Google Hangouts or Hirevue.)

Online interviews with candidates help hiring managers:

• Save time when interviewers and candidates are in different locations
• Identify deal-breakers during initial hiring stages
• Evaluate communication skills, particularly for roles where speaking abilities are key
• Clarify resume details and get to know candidates

Example online interview questions to ask candidates

Let’s summarize some of the questions and add a few more divided into specific types.

• What inspired you to pursue this career?

• Do you prefer to work on a team or individually? Why? Give me an example or two in either scenario from your experience.
• What are your salary expectations?
• When is the earliest you would be able to start?
• Why did you decide to apply for this position? How can help our team achieve its goals and what do you hope to learn from this role?
• Describe a challenging work project you completed. What were its obstacles, what did you do to overcome them and how did this experience help you grow?
• Explain how you use/used X software in your current/last job.

Tips to conduct an effective online interview

• To schedule an online interview, follow the same guidelines as an on-site interview. Inform the candidate of your availability and set a specific day and time that works for you both. Make sure to give candidates necessary information, like the name of the interviewer and estimated interview duration.
• Give candidates clear instructions about the process. Exchange account information if you’re conducting an interview via Skype or send candidates a link to log into the interview. If you and the candidates are in different locations, point out correct time zones to avoid confusion.
• For your online interviews, choose a quiet corner in the office or a private room that blocks out noises and distractions. Set up your equipment well before the interview starts. Also, conduct a sound check to ensure your camera and microphone work well.
• Try to focus on the camera instead of your screen, so that it appears as if you’re speaking directly to the candidate. Maintaining eye contact through a computer screen is challenging. Taking long, detailed notes will require you to look away from the camera. That might make candidates feel uncomfortable and unfairly impact their interview performance.
• If you want to send candidates an assignment, keep the relevant file in an easily accessible folder on your computer. Or, if you want to show them a presentation, practice screen-sharing before the interview.
• Instead of briefing the hiring team about the video interviews, you could record the calls. In this case, make sure you obtain candidates’ permission first. It’s best to inform them through email and get written consent for the recording to avoid legal consequences.