Remember the days when a job interview meant polished shoes, a firm handshake, and awkwardly sitting in a glass-enclosed conference room with a cup of lukewarm coffee? Those days are mostly gone. Welcome to the era of remote work, where the recruitment room is often your own living room, and the dress code states: 'business on the top, pyjamas on the bottom.'

While online interviews might seem more relaxed (at least from the waist up), they bring entirely new challenges - for both recruiters and candidates. So how do you make the most out of them in a world centred around Wi-Fi and webcams?

Here are our tips - with a hint of humour and practical advice.

✅ DO: Prepare as if it were a live interview

The lack of commute doesn't mean you can skimp on preparation. Check your equipment: camera, microphone, lighting, internet connection (yes, we see those frozen faces on Zoom). Find a quiet, well-lit spot. Mute the dog, close Slack, and for goodness' sake, don't watch Netflix in the background.

Recruiters - this applies to you as well. If you're doing something else during the interview, the candidate will notice. Give them as much attention as you would expect in a face-to-face meeting.

Extra tip: have a plan B. Equipment failures happen - have a phone number ready or be prepared to reschedule quickly. Candidates will appreciate the flexibility.

❌ DON'T: Assume everyone is tech-savvy

Not every candidate is a remote meeting veteran. Some are just learning how to unmute. Be patient. If you're using scheduling tools, ensure that links work and are legible across different devices. Using AI-backed assessments? Explain what to expect - don't let the candidate feel like they're in an episode of 'Black Mirror.'

You can also prepare a short 'online interview guide' with simple rules and FAQs. It builds a professional image and reduces stress.

✅ DO: Observe video call etiquette

We're all human. A child might shout. A cat might stroll across the keyboard. It's part of the charm of remote work. But basic rules still apply:

• Look at the camera, not your thumbnails.

• Don't interrupt (delays are real).

• Dress professionally (yes, even if it's just from the waist up).

• And please - don't conduct the meeting from your car (unless it's parked and you have no other choice).

Pro tip: Mind your background. A blank wall? OK. A bookshelf? Great. A pile of laundry? Perhaps not.

❌ DON'T: Let AI take full control

AI can be incredibly helpful - analysing competencies, speeding up selection, and sometimes even picking up on tone and body language (if you have such tools). But it doesn’t replace human judgement.

Use AI as support, not as a final judge. If the system rates a candidate as 'average,' but your intuition suggests otherwise - trust yourself. Algorithms aren’t everything (yet).

And don't forget to inform the candidate that AI is part of the process. Transparency builds trust.

✅ DO: Be human

Online interviews can easily become too formal. Start with some small talk - ask how their day is going, mention something from their CV or LinkedIn. Show that you're prepared.

The candidate will remember a pleasant, genuine conversation more than a barrage of formal questions. And, in the meantime, they'll feel more at ease - allowing you to get to know them better.

Additionally: leave time for the candidate's questions. Often, that’s when you'll find out what's genuinely important to them.

❌ DON'T: Forget about the follow-up

A smile and a 'thank you' at the end aren't the end of the process. Remote recruitment demands even more communication than traditional methods. Tell them what's next, when they can expect a response, and what the next step will be.

Ghosting is never OK - especially in the era of fibre optics.

Even a brief email update builds a positive experience.

✅ DO: Use asynchronous tools (wisely)

Not every interview needs to be 'live.' Video responses, written tests, or pre-recorded technical tasks can save time for both parties and allow candidates to perform at their best.

But don't overdo it. If a candidate has to spend three hours on tasks to possibly secure an interview - that's a red flag. For them and for you.

In conclusion: Let’s make remote interviews more human

Remote recruitment doesn’t have to be cold and impersonal. With the right structure, empathy, and a touch of humour, it can be as effective and engaging as face-to-face meetings - and sometimes even better.

Ultimately, it’s all about people. So be present, be polite, and maybe… tidy up that background (yes, we noticed the pile of laundry).

Tools change, but the goal remains the same: finding great people and making a genuine connection. And perhaps - just maybe - you’ll do it in slippers.

Good luck with your recruitment!