We all know the basics of good body language versus bad: don't look away, always smile, have a firm handshake and make the other person feel like they matter. It might seem fundamental, but given the use of technology in the interview process, an employer might unintentionally overlook a quality of a candidate that can only be imparted in person.
Put real effort into considering the person who will theoretically be handling the CEO responsibilities of your company by giving them the feeling of an actual exchange as opposed to a mechanical interaction. You need to remember that the way you are representing yourself will be noticed by the candidate, and perhaps make its way into other circles, who will discuss your hiring process.
Because of this, the tools you use to solve this problem matter. An article on ERE.net has raised the question of the role that "virtual viewing" (over video conferences) can play for companies looking to make successful recruits. This piece heavily argues in favor of this process, which may or may not be the suitable course of action for you to take.
Regardless of what you think of this particular approach to the recruitment process, there's at least one lesson to be learned from this piece:
"It is always easy to justify whatever it is that you have always done," the author Kevin Wheeler writes. "New shoes always feel weird for a few days, as do haircuts and travel to a new city. It is frightening to change."
That same apprehension might be noticed when it comes to any kind of executive recruitment service that hasn't been used before. But it could be worth changing your existing strategy before embarking on a lengthy interview process.
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