Best Practices for one-way interviews

At Clovers, we want to help you hire brilliant people, and build diverse and inclusive dream teams. That’s why we built our one-way interviews to make candidates feel valued and respected at every step of the process, so that you’re connecting with the best possible candidates for the job. 

Here are a few suggestions for how to build out this interview guide to give candidates a human experience, and leave them with a positive impression of your brand:

Welcome page

This is your opportunity to make a great impression on the candidate. You can upload a video and/or add a written introduction that showcases your company culture and makes the candidate feel valued. Below is a suggestion of how to build out the page:

Headline

“Welcome to your first interview for {Job Title}!”

Body

“We are so grateful for your interest in {Company Name}, and we look forward to learning how your unique skills, background, and experience make you a great fit for this role. To kick off the interviewing process, please answer {x} brief questions, to give us some insight into who you are beyond your resume. 

This interview is entirely virtual, so that you can complete at the time or location that is most convenient for you. You will record answers to the provided questions, at which point, our hiring team will review it and get back to you about next steps.

Please complete this interview by {date}, as we’re eager to meet our new team member!

If you have any questions, feel free to reach out to us at {email address}. Thank you!”

Video

This is the space to give candidates a sense of who you are as a brand! Here are a few suggestions for video content:

• Have the hiring manager introduce themselves, and welcome the candidate to the process
• Upload a brand video, where you give the candidate some insight on your mission and vision as a company
• Interview current employees about why they like working for you
• Create a “day in the life” of what it would look like for someone to accept this role.
• Give an office tour, to give the candidate a snapshot of the space they’ll be working in

From / Sender

This field allows the candidates to put a face to the interviewing process, and adds an extra human touch to a digital interviewing experience. We typically suggest selecting the recruiter or the hiring manager as the sender.

Questions

We recommend adding 3-5 questions to your interview. You can set a maximum response time per question, to ensure answers are concise and easy to review. Keep in mind that the more questions, longer response times, and more candidates you have, the more time you’ll need to dedicate for reviewing candidate interviews.

You also have the opportunity to add a video to each question. We recommend having different members of the hiring team introduce themselves, and then read the questions on camera, so that your candidates get a sense of who they’re going to be working with.

Thank you page

This is your opportunity to thank the candidate for their time, and let them know what to expect after submitting their interview. Below is a suggestion of how to build out the page:

Headline

“Your interview has been submitted!”

Body 

“Thank you so much for taking the time to interview with us at {Your Company Name}. We look forward to getting to know you better. 

Typically, we’re able to review interviews within 2-3 business days. We’ll reach out to you as soon as possible to let you know if this role might be a good fit. In the meantime, if you have any questions, please feel free to reach out to us at {email address}. 

We are incredibly appreciative of your time, and we hope you got the chance to get to know us a little better as well. Thanks again!”