1. Ensure the candidate is informed in advance (at the point of invitation) which video conferencing software will be used e.g - Skype, Google Hangouts. This will ensure they have adequate time to ensure they have access to the software and can familiarise themselves with it.
2. When setting the interview schedule, allow more time in between interviews and for the actual interviews themselves, to allow for any technical delays before or during the interview.
3. Ensure you and your fellow panel members are familiar with the video software you will be using. University guidance on video conferencing can be found on the IT Services website. You should also take the time to ensure your camera and microphone are working.
4. Make sure the candidate has clear instructions on how to join the interview and at what time. For example, if Google Hangouts is being used, ensure the candidate has been sent the correct link to join in advance. If you are using Skype, make it clear that you will call the candidate.
5. Prepare your environment - ensure you will have no distractions during the interview. Also, try to ensure you are set up in a neutral environment so the candidate will not be distracted by anything in the background.
6. Have a pre-meeting with your fellow panel members to agree how the interview will run. The Chair of the panel will need to direct the interview from start to end to ensure no confusion and interruptions. For example, the chair should indicate who will be asking the next question(s) and ask panel members to indicate at the end of each of the candidates answers if they have any follow up questions.
7. If you would normally carry out some form of assessment activity e.g a micro teach, in-tray exercise or a presentation consider how you will approach this remotely. With some creative thinking and adjustments, it should be feasible for candidates to undertake many assessment activities remotely. However, additional thought may need to be given to the approach to ensure it will still be an effective form of assessment. If you need any support with this, please contact your link HR team.
8. Reasonable adjustments - If HR have identified that a candidate will require reasonable adjustments for a disability, take the time to discuss this with your link HR team so the interview process can be adapted to include agreed reasonable adjustments.