Mastering Remote Interviews: A Guide for Employers

Remote interviews have become a mainstay of modern hiring. What started as a necessity during the pandemic has stuck around, and for good reason. Flexibility, efficiency, and wider reach are just a few of the benefits. But remote interviewing isn’t without its challenges, especially when it comes to assessing the whole person, not just their CV.

In this post, we look at the benefits and drawbacks of remote interviews from a hiring manager’s perspective, the types of roles they work best for, and how to make sure you’re getting a fair and accurate impression of your candidates.

The Benefits of Remote Interviews

1. Speed and Convenience
   Coordinating diaries is much easier when no one needs to travel. Remote interviews help move processes along faster, often allowing you to meet more candidates in a shorter space of time.
2. Wider Talent Pool
   You’re not limited to local candidates. This is particularly useful if the role is hybrid or remote, or if you’re struggling to attract talent in your area.
3. Lower Drop-Off Rates
   Initial video interviews tend to feel like a lower barrier to entry, meaning candidates are more likely to attend. It also makes it easier to involve second interviewers or bring in other stakeholders quickly.
4. Cost Efficiency
   No travel reimbursements, no meeting room bookings, no coffee runs, remote interviews save time and money.

The Drawbacks

1. Harder to Build Rapport
   The chit-chat that happens naturally in person can feel stilted over video. This can make it harder to put nervous candidates at ease, and trickier to judge softer skills like communication style or team fit.
2. Tech Can Fail You
   Poor connections, audio lags, or camera issues can derail a perfectly good interview. It’s frustrating on both sides and can create a less-than-ideal impression.
3. Limited Insight into Candidate Presence
   Body language, confidence, and energy are harder to read remotely. You may also miss how a candidate carries themselves in a professional environment.
4. Distractions at Either End
   You might be conducting the interview between back-to-back calls; they might be squeezed into a noisy flat. These things all affect focus and the flow of the conversation.

Best-Fit Roles for Remote Interviewing

Remote interviews work best for roles where communication, problem-solving, or digital competency are key, and where on-site presence isn’t essential in the early stages. Some examples include:

• Office-based roles (admin, finance, customer service, marketing)
• Digital and IT (software, data, project management)
• Sales and account management (especially roles with remote client contact)
• Professional services (legal, HR, consultancy)

For more hands-on, practical, or team-heavy roles, such as trades, hospitality, or operations, a face-to-face stage is usually still vital somewhere in the process.

Tips for Getting the Best Out of Remote Candidates

1. Give Clear Structure
   Let candidates know what to expect, including timing, format, who’s on the call, and whether there’ll be any task or presentation. Structure calms nerves and encourages stronger responses.
2. Allow Time for Warm-Up
   Don’t jump straight into the heavy questions. A minute of casual conversation helps put candidates at ease and sets a more natural tone.
3. Keep the Tech Simple
   Use a familiar platform (Zoom, Teams, Google Meet) and send links early. Avoid anything that needs installing or causes friction.
4. Use Cameras, but Be Flexible
   Seeing each other helps with engagement, but don’t penalise candidates if they’re in a tricky environment or can’t connect properly.
5. Take Notes Sparingly
   Try to maintain eye contact (via the camera, at least) rather than typing constantly. It makes a big difference to how “seen” a candidate feels.
6. Always Leave Time for Questions
   You’re assessing them, but they’re assessing you, too. The way you answer questions says a lot about your company culture.

Final Thoughts

Remote interviewing isn’t going anywhere, but like anything, it works best when done with intention. Not every role suits it, and not every candidate will shine through a screen. But when used well, it’s a powerful tool, saving time, broadening reach, and keeping your hiring process moving forward without compromising on quality.

If you’re hiring remotely and want support designing an interview process that works, we’re here to help.

For assistance with your recruitment needs and hiring processes, please place an inquiry via our client page.

Dovetail Recruitment are an independent Recruitment Agency in Bournemouth. Follow us to keep up to date with The South’s Job Market Report, Recruitment in Hampshire & Dorset + HR news,  as well as our latest jobs, career tips + everything else related to your working world.

Written by Imogen Lines-Clarke