With remote working the new normal in the wake of COVID-19, companies increasingly conduct virtual interviews instead of in-person. However, this format requires a different approach to successfully vet the quality of any cybersecurity candidate. In the end, you still need to make the right hiring decision even when not meeting a candidate face-to-face.
Since remote working probably made your SecOps candidate pool larger, the interview becomes even more important. So let’s take a look at a few ways to improve your company’s virtual interview process. Ultimately, making the right choice between equally qualified candidates depends on conducting detailed and meaningful interviews.
Use High-End Equipment for Video Interviews
Remote working might never wane, so expect virtual interviews to become an important part of your staffing process. Because of this, invest in high-end technology for conducting remote interviews. A great camera combined with high-quality microphones definitely helps. Additionally, turn an office into a studio for virtual interviews and employee meetings. Superior technology helps you stay connected to your employees, no matter their location.
One-Way Virtual Interviews are Another Option Worth Considering
In addition to two-way virtual interviews, consider also using the one-way option. In this scenario, candidates record their responses to a few questions from your company. This approach works well as a replacement for an initial phone interview.
Your hiring manager quickly peruses the recorded interviews, identifying the top candidates suitable for a one-on-one virtual meeting. Leverage this technique when an open position receives a large response of candidates. It saves the valuable time of your managers and HR team.
Whatever the Interview Format, You Still Need to Ask the Right Questions
In a similar manner as the in-person format, effective virtual interviews rely on great questions from your interviewer. For a technical position like a cybersecurity analyst, focus on getting the details behind their relevant work experience. Also leverage skill-based questions and tests to truly vet a candidate’s abilities. Use a behavioral line of questioning to determine a candidate’s suitability for remote work if relevant to your open position.
Open-Ended Questions Help You Get to Know a Candidate
Additionally, use open-ended questions to get a feel for a candidate’s personality. This approach matters, as even remote employees need to closely work together as part of a team. Remember, making the wrong hiring decision costs your company significantly when considering staffing, onboarding, and training costs.
If you need help building a great SecOps team, connect with the experts at Redbud Cyber. As one of the top cybersecurity staffing agencies in the country, we provide great candidates able to meet your needs. Schedule a meeting with us at your earliest convenience.