By Cindy Mielke

The right talent for your restaurant may not always live in your local area, they may already have a demanding job, it may be off-season, or your schedule may not be as flexible as you’d like. This is especially the case for restaurant chains that need a certain amount of specialization and experience in the various roles they hire for. Still, there’s a lot to be said for broadening your hiring practices to accommodate remote employee interviews to build the best teams.

Many times, individuals may be looking to relocate or are out of the area for a temporary period of time. By allowing remote candidates to apply, you could be broadening your candidate pool to help make up for today’s high turnover rates and labour shortages.

If you are considering conducting online employee interviews, here are some strategies you should follow:

Choose an optimal platform

The technology you choose for a remote job interview plays a huge role in the candidate and hiring manager’s overall experience. The good news? There are several options to choose from.

Each digital platform has its own unique mix of features and capabilities. When making your decision, focus on simplicity and user-friendliness. A platform that’s easy to use will contribute to a much smoother interview process and a better experience for both sides.

Security is another critical factor. Look for platforms that have up-to-date security protocols, such as end-to-end encryption or password-protected virtual waiting rooms. This keeps everyone’s information safe and helps showcase your company’s professionalism.

Keep instructions clear

For an online interview to work well, clear communication is critical. This involves providing candidates with all the important information upfront, including the type of platform you’ll be using, any required software downloads, and meeting agendas. Taking the time to provide this reduces the likelihood of snags on interview day that could disrupt the process and discourage the potential candidate’s interest in your business.

Make sure the candidate has the right contact info and login credentials well in advance of the virtual meeting to prevent last-minute scrambling and wasted time. It may also be a good idea to schedule a quick test run or practice call with the applicant to confirm they have no issues getting connected and that their audio and video are functioning as expected.

Maintain a professional interview environment

Even though your interview is happening online, the setting still counts, and a busy, loud restaurant may not be the best place for the meeting. A remote interview should mirror the professionalism of a face-to-face meeting. Select a quiet, distraction-free zone and minimize background noise. The tone you establish from the get-go can significantly influence the final result.

Proper lighting and camera angles are also important here. Position the camera at eye level, maintaining a comfortable distance. Ensure there’s plenty of light to see the interviewer clearly without causing excessive glare. Even if the job does not require it, everyone present should dress professionally, demonstrating respect for all applicants and the importance of the interview itself.

Prepare relevant questions

In remote interviews, it’s important to create an environment that promotes open conversation and allows you to connect with the applicant. Preparing a variety of open-ended questions is a great approach, encouraging candidates to elaborate on their experiences in and out of restaurant settings, rather than simply providing one-word answers.

Taking notes and asking follow-up questions will also allow you to dive deeper into the candidate’s personality and professional background. Be sure to allocate enough time at the end of the interview to follow up on these notes and give the candidate the opportunity to ask you questions, too.

Give feedback quickly

With today’s labour challenges, competition is fierce, and providing candidates with feedback after a remote interview helps ensure an overall positive experience. Regardless of whether the feedback is positive or constructive, aim to provide it as quickly as possible.

Ideally, respond to candidates within a week of the interview to show that you respect their time and help keep them engaged in the process.

When delivering constructive feedback, highlight the candidate’s strengths as well as areas they could potentially work on. If a candidate isn’t selected, be direct and transparent about the reasons. This provides them with valuable information and may help their performance in future interviews.

Respect your candidate’s time

Another good idea is to show appreciation to your remote candidates for their time applying and interviewing. Providing a small gift card as a thank you to all interviewees can help everyone leave with a good feeling about your restaurant.

Below are some ways you can leverage gift cards effectively in your interviews:

• Choose a modest amount: The gift card’s value doesn’t need to be extravagant. Even a small amount, enough for a coffee or a free appetizer, is a thoughtful gesture. This type of thank you is highly effective and acknowledges the candidate’s time.
• Include a personal message: Pair the gift card with a brief, handwritten note or a personalized email expressing gratitude for the candidate’s effort.
• Send it as soon as possible: Ensure the gift card is delivered shortly after the interview, so it feels relevant and not like an afterthought.

Small gifts of appreciation don’t need to be limited to existing staff. A small thank you to prospective hires creates a favorable impression on candidates and helps you highlight your restaurant’s values. This can, in turn, help you find more talented hiring options in the future.

Grow your talent pool remotely

Conducting successful remote interviews requires a bit of preparation and a strategic approach. By implementing these techniques, you’ll be better able to assess your candidate and make informed hiring decisions that positively impact your business.

Cindy is passionate about the incentive industry. In addition to her role as Vice President of Strategic Partners at Tango, she is a Certified Professional of Incentive Management who proudly serves on two industry boards. When she’s not working, Cindy enjoys spending time with her family—including three cats, two dogs, and a horse—and sharing her love of nature as a Nebraska Master Naturalist.