10 tips to master virtual interviews

Randy Lamotte • 20 July 2022

Covid-19, as we all know, has completely changed the game in many aspects of people’s working lives. More specifically, it’s no secret that in recent years a massively increasing number of interviews and meetings had to shift to a virtual setting to make sure everyone involved would be safe. We have all been in countless meetings both internal and external to our working lives over the years. Whether they relate to a professional environment, personal get togethers, or even parents evenings, we have all been exposed to meetings but for the most part on a face to face basis. However, we have all had video calls with friends and family or even with a manager attending a conference. The reality of this shift is that we have all had to adopt the new virtual standard imposed by the pandemic’s consequences in a very reactive manner. Of course, job interviews were and still are far from exempt from this paradigm shift.


The problem that lies with this is that many candidates, whilst potentially well versed in the art of face to face interviews, are perhaps not so used to attending interviews virtually. Furthermore, even though we have come out of the pandemic and no longer have restrictions on face-to-face interactions, virtual interviews have become a standard for many companies and industries. So, we thought we would give you a few tips and tricks on how to feel comfortable and on top of your game during your next virtual interview.

1. First impressions matter


Interviews, unlike a lot of virtual meetings, are a one off chance to make a lasting first impression which could positively change your life – or at least your career. Because of the ubiquitous nature of these calls and encounters, the importance of an interview can be lost in familiarity.


2. Dress to impress


Think about your outfit and attire; would you wear this if the interview were taking place at the business’ headquarters where you would meet with a multinational’s CEO? At the risk of sounding cliché, it is always better to overdress rather than underdress. It shows the interviewer that you care, even if you’re sat at home.


3. Check your virtual background


Is your virtual Teams or Zoom background appropriate or is it still set to that goofy aquarium effect from the last time you had a virtual drink with your friends? In essence, this comes down to simply being prepared before joining the interview and checking your settings.


4. Tidy up your real background



Is your real background neat and tidy? Remember, neat and tidy doesn’t necessarily mean plain white or bland. It can very much highlight your personality, especially if the company’s “vibe” is similar to yours, as long as it’s not overdone and tasteful (maybe take down your Metallica posters though).


5. Make sure you will not be disturbed


Are you likely to be disturbed? We have all seen this video of this consultant appearing on national television from his home office set up and his kids barging in only to be swept away by the other adult in the house. As funny and good natured as this was, let’s make sure something like this doesn’t happen to you and avoid the embarrassing blushing that will inevitably ensue. Make sure to let anyone else in the property that you have an interview lined up at a particular hour in the room you choose to set up shop in. Even a do not disturb sign on the door should do the trick!


6. Know your tech


Do you know the technology well enough? Let’s face it, there’s nothing more annoying than malfunctioning tech, especially in such an important setting. Dropping a call due to an unreliable internet connection or being unable to use the software properly during an interview can hinder your chances of getting the role due to appearing potentially unprepared.


7. Test your tech


By extension; always test the tech! Before you hop onto the interview call, make sure that you have a reliable internet connection, functioning webcam, decent speakers, a good mic, etc. All of which should be standard in any modern laptop.


8. Display your real full name


Is your correct full name listed on the video conference software? Make sure that your full name is being displayed rather than a nickname. This small detail does show to the hiring team that you are professional and separate your personal life to your working life.


9. Watch your body language


This is just as relevant for video interviews as it is for any face-to-face interview. Your body language is an indicator of many different factors such as confidence, intent, and presence. Use it to help communicate what you want to say; frame yourself properly, adopt a good posture, smile, use your hands, all of the things you would naturally do in a face-to-face interview.


10. Do your research


Just like any interview whether this be face-to-face or virtual, you should know what the company you’re applying to does, their values, products/services, etc. as well as the role you’re applying to; what would be expected of you, how you match the required skills, etc. The good thing about virtual interviews however, is that you can have some Post-It notes set around your screen which can act as prompts without the interviewer being aware of them.

Key takeaways


Overall it’s important to remember that even though virtual interviews seem and feel different to traditional on-site interviews, good practice remains very similar in both instances. It never hurt anyone to be prepared. Arguably, virtual interviews can be seen as easier than face-to-face ones as there seems to be less pressure due to being able to remain in a comfortable setting during the interview i.e: your home. However, some elements might be trickier in a virtual interview due to their intangible nature; it’s arguably harder to make a lasting positive impression on interviewers when attending remotely as there is limited human contact between the parties. Overall, remember preparation is key and take an interview as being a conversation. If they offered you an interview, this means they are already interested in you on paper, now it’s just a matter of figuring out whether you as a person fit in their idea of the role and organization. So be natural, be yourself, and don’t put too much pressure on yourself, just have a conversation like you would in other settings and you’ll be just fine.


Get in touch!


At ASC Connections, we make a point to help every candidate to feel as prepared and comfortable as possible for any interview as we know how much of a big deal they can be. Feel free to get in touch with us either via email or give us a call on 0121 236 1662 and ask us for any tips or advice regarding your next career move!

Randy Lamotte is the Head of Marketing for ASC Connections. His love for creative endeavours such as writing and music began when he was only young. Through his current role, he loves to create and share content to help candidates find the best roles tailored to them, and for clients to find talented individuals to suit their needs.

SHARE BLOG
28 March 2025
Finding the right talent at the right time is a challenge for many businesses. Whether you’re managing seasonal peaks, covering staff absences or scaling operations, temporary staffing can be a game-changer. By leveraging flexible hiring solutions, businesses can remain agile, control costs and access skilled professionals without long-term commitments. In this article, we explore the key benefits of temporary staffing and how it can drive business growth. 1. Scalability and Flexibility Business demands fluctuate and workforce needs change accordingly. Temporary staffing allows you to scale up or down depending on workload and market conditions. Retailers benefit from temporary hires during busy seasons. Event companies can staff up for major conferences and exhibitions. Manufacturing firms can adjust workforce levels to meet production demands. By integrating temporary workers, businesses avoid the risk of overstaffing during slow periods and understaffing during peak times. 2. Reduced Hiring Risks and Costs Permanent hires come with significant financial commitments, from salaries to benefits and severance packages. Temporary staffing offers a cost-effective alternative. No long-term salary commitments Reduced expenses on benefits and training Minimised legal and compliance risks Recruitment agencies handle vetting, onboarding and payroll, allowing businesses to focus on core operations while ensuring they have access to qualified professionals. 3. Access to Specialised Skills Certain projects or short-term needs require niche expertise that may not exist in-house. Temporary staffing enables businesses to bring in specialists without the cost of a full-time hire. Engineering firms can contract design engineers for specific product development. Manufacturing companies can hire CNC machinists to manage increased production. Warehousing operations can bring in forklift operators and logistics coordinators to handle inventory surges. With an extensive pool of pre-screened professionals, recruitment agencies can match businesses with the right talent quickly and efficiently. 4. Faster Hiring Process Time-to-hire is a critical factor in maintaining business efficiency. Traditional hiring processes can take weeks, but recruitment agencies can provide qualified candidates within days. Pre-screened candidates are ready to start immediately. Agencies manage the recruitment process, saving businesses time. Temporary hires can be converted to permanent roles if they prove to be a great fit. This agility allows businesses to maintain momentum and productivity without prolonged gaps. Overall Temporary staffing is a powerful strategy that helps businesses stay competitive, responsive and cost-effective. Whether you need to fill short-term gaps, scale your workforce or access specialised skills, flexible hiring solutions provide a reliable answer. Looking for the right temporary staff for your business? Get in touch with us today and let our experts connect you with top talent, exactly when you need it!
A person is stacking wooden blocks with arrows on them on a table.
28 February 2025
The job market is rapidly changing because of technological progress, evolving worker expectations and shifts in the economy. By 2025, it's crucial for both employers and job seekers to stay informed about hiring trends to remain competitive. Here are the major trends influencing recruitment in 2025: AI and Automation in Recruitment AI is revolutionising the hiring process. It automates CV screening, facilitates candidate chats and predicts the best job matches. Recruiters use AI tools to streamline hiring, speed up processes and ensure fairness. Companies investing in AI gain an advantage in attracting and hiring top talent. Skills Over Degrees Companies are changing how they hire. They aren't as focused on degrees anymore. Instead, they care more about the skills you have. Employers are looking for practical skills, certifications and real-world experience. They want to know what you can do, not just what you studied in university. People with the right skills are finding more job opportunities, even if they learned through online classes or training programs. It's crucial to show what you can do and the skills you've gained, no matter where or how you learned them. Hybrid and Remote Work Becoming the Norm The need for flexible work setups is rising. People often prefer hybrid work, splitting time between home and the office or working entirely from home. As a result, companies are developing policies to support employees working from various locations. Those businesses that provide these flexible options are more likely to draw in and keep talented professionals, especially in a competitive job market. Focus on Employee Well-being and Work-Life Balance Balancing work and personal life, along with focusing on mental health, is crucial for hiring. Companies invest in wellness programs, mental health support and flexible work hours to increase employee happiness. By creating a healthy and supportive workplace, businesses become more attractive to job seekers. Diversity, Equity and Inclusion (DEI) at the Forefront Employing individuals from diverse backgrounds is essential for companies. They strive to build workplaces where everyone feels included and valued. To accomplish this, businesses employ strategies like blind hiring, which hides names and backgrounds during the initial selection process. They also make sure their interview panels are made up of people from different backgrounds. Additionally, they actively seek out talented individuals who are underrepresented in their fields. Work environments that embrace diversity tend to generate innovative ideas and achieve better business outcomes. Rise of the Freelance Workforce The freelance economy is growing and more people are choosing freelance or project-based work instead of traditional full-time jobs. Companies are turning to online platforms to find skilled workers for short-term projects. By adopting this flexible hiring model, businesses can access a wider range of talented individuals. Generative AI and Upskilling in the Workplace With AI tools like ChatGPT changing industries, employees need to learn new technology skills. Companies are providing training programs to help workers get AI expertise, ensuring they remain competitive in the shifting job market. Being open to learning and adapting is essential for career success. Data-Driven Hiring Decisions Recruiters are enhancing their hiring strategies through data analysis. By forecasting trends, planning workforce requirements and monitoring employee performance, businesses can make more informed hiring decisions. Companies that prioritize data-driven hiring will attract better candidates and decrease employee turnover. Employer Branding Matters More Than Ever Candidates looking for jobs these days do a lot of research on companies before they apply. Companies that have a good reputation, share positive stories from their employees and have clear values tend to attract the best candidates. When a company communicates openly and supports its workers, it really stands out from the competition. Final Thoughts In 2025, the way companies hire is changing a lot, driven by technology, flexibility and inclusivity. Businesses that adopt AI, focus on hiring for skills and support work-life balance are likely to attract the best employees. Job seekers should align with these new expectations to remain competitive. Keeping informed and taking proactive steps are crucial for success in this evolving job landscape.
A group of people are sitting around a table with laptops.
31 January 2025
In today’s workforce, multiple generations work side by side, each bringing unique perspectives, values and work styles. Understanding these generational differences is key to fostering a productive and harmonious work environment. The Generations at Work Baby Boomers (Born 1946-1964) Baby Boomers value loyalty, hard work and hierarchical structures. They tend to prefer face-to-face communication and have a strong work ethic, often associating job success with long hours and dedication. Generation X (Born 1965-1980) Often called the “middle child” of generations, Gen Xers are independent, resourceful and adaptable. They witnessed the rise of technology and value work-life balance. They prefer direct communication and are comfortable with both traditional and digital communication methods. Millennials (Born 1981-1996) Millennials prioritise collaboration, purpose-driven work and flexibility. They are tech-savvy and prefer open, transparent communication. They seek regular feedback and value career development opportunities, often looking for meaningful work over long-term job security. Generation Z (Born 1997-2012) The newest entrants into the workforce, Gen Zers are true digital natives. They value diversity, inclusion and innovation. They prefer instant communication methods, such as messaging apps and social media, and are drawn to organisations that align with their values and offer work-life integration. Bridging the Generational Gap To create an inclusive workplace that leverages the strengths of each generation, organisations can implement the following strategies: Encourage Open Communication : Foster a culture where employees feel comfortable sharing their perspectives. Utilising multiple communication channels (emails, meetings, messaging apps) ensures that all generations stay informed. Emphasize Mentorship and Reverse Mentorship : Pairing Baby Boomers or Gen X employees with Millennials or Gen Zers promotes knowledge exchange and strengthens intergenerational relationships. Promote Flexibility : Recognising different work styles and preferences—such as remote work options or flexible schedules—can increase job satisfaction and productivity. Leverage Strengths : Assign roles and responsibilities that align with generational strengths. For example, Gen Z’s digital fluency can drive technological innovation, while Baby Boomers’ experience can guide strategic decision-making. Invest in Training and Development : Providing continuous learning opportunities appeals to all generations, particularly Millennials and Gen Z, who seek professional growth. Generational diversity is an asset when managed effectively. By understanding and embracing the differences in work styles, communication preferences and values, organisations can create a more inclusive and dynamic work environment. The key is to find common ground, respect varying perspectives and cultivate a culture of mutual learning and collaboration.
Share by: