over 1 year ago by Ryan Lanham

How to Virtually Interview and Onboard New Hires


The term unprecedented is far too over used at the moment, so lets say that in these ‘different’ times, recruitment has to be completed in a slightly different way to what it has been before. With many companies previously utilizing large scale face to face meetings and in depth onboarding processes, it can be somewhat daunting to know that you will be relying on a more remote interview process to bring on new staff.  

However, rather than pause recruitment, we have seen many clients adapt the way they recruit technical employees to suit the environment and allow them to continue with their growth plans. The technology market will be the first to bounce back, due to the more remote elements that can be completed - https://www.recruitment-international.co.uk/blog/2020/03/uk-tech-industry-to-remain-resilient-in-face-of-covid-19.

So how can you adapt your interview process to allow you to still recruit top talent, but be able to ensure team fit? Here are some examples of what some businesses are doing in the market, so hopefully it proves some guidance for you: -


Client A’s ‘normal’ process: -

  • A telephone Interview with a line manager

  • A 5 hour half day face to face (including technical test, meeting a range of people, coffee meetings for cultural fit etc)

 They have adapted this to:-

  • A telephone Interview with a line manager

  • Completing the interview via Video Conference. They will use Hackerrank for the coding exercise, and just video call the candidate at intervals to see how they are getting on with it. They will then have predefined slots, where different team members will call the candidate and have conversations etc, and try to replicate the coffee meetings at best as possible.

  • The 5 hour nature of the interview will probably be broken up into more manageable 1.5 hour – 2 hour chunks as virtual meetings can usually be more intense. This still allows for a technical Q and A, as well as a range of people from different teams to speak with the candidate to gauge team fit.

  • This can also be used as an opportunity to adopt more remote interviewing capabilities when the office is open, and help you to fill hard to fill roles with people in different geographical locations who are looking to relocate, without having to drag them across the country, or from further afield.


Normally an onboarding process is quite ‘dull’, you learn where the fire exits are, where you go for lunch and sign lots of paperwork before sometimes being taken to lunch. This can easily be adapted to a more remote level and utilise the power of technology more than ever. We have one client who have adopted the following: -

  • They have increased their internal communication channels to include Slack and Zoom on top of what they had already existing. This helps as it can allow departments across multiple “sites” to work together. They mail courier a laptop to the new starter with all the necessary software installed, so the employee can get up and running straight away.

  • They have then created a buddy system, whereby the first few weeks work and expectations have been pre-planned, and the buddy will be their point of contact, to assist with anything technical and otherwise.

  • They are also still doing the ‘first day lunch’ but over Zoom, and are setting up things like video quizzes to ensure lots of collaboration and interaction, so when the employee does go to the office, they won't feel like a newbie, but as part of the furniture already.

There are a number of things you can do without the need to be physically in the office to ensure your onboarding process is as strong as ever whilst being virtual – we have developed a guide for you here:

Virtual Onboarding Guide

If you require any assistance with virtually interviewing or onboarding please contact Ryan Lanham on rlanham@dpconnect.co.uk