How big of a deal is to not being able to physically interview for positions located outside your present area?
I feel my background and resume turn a lot of heads when applying for the jobs I've been trying to get lately. I match their list of criteria and all, but I worry that preference is never given to me mostly because of my current int'l placement.
I'm curious to know, specifically from HR, when you see a qualified candidate applying for a job, do they often get dismissed because their current location doesn't allow for a face interview? Even after stating I'm entirely open for relocation I feel I'm being looked past because of this.
Thanks for your comments and feedback
Tyler, the landscape for interviewing has moved much more to a virtual space. This is in your favor. At my company, we do all our initial interviews virtually because we want to find talent all over the world. We use our own software (iMeet) to conduct the interviews. Take a look at this infographic for some great statistics that show you have a bright future ahead of you with video interviews.
I believe that at the very beginning we can interview using tech devices, however the final decision with direct reports the contact should be done face to face. Nothing compare the face to face contact to be comfortable about a decision of hiring some else to work with.
Looks like good information being posted. Technology allowed my sister to interview for a position she was qualified for through a Skype interview in another state. She was eventually asked to fly in and interview in person at the employer’s expense and she ended up getting the job. The position was posted as eligible for a relocation package. As I’m sure you’ve discovered, some positions do not provide a relocation package with the posted position therefore the employer might inadvertently scan the resumes coming in through the lenses of local candidates only.
Another consideration from the employer perspective is the overall relocation component. Even though you’ve made it clear of you’re willingness to relocate, some employers can be reluctant to place a person in a position that requires them to move to a new place with no friends, family or supporting network. There is evidence that this could translate to a flight risk for the employer. That can be expensive and counter productive.
Just some thoughts to ponder that might help with preparing for the next interview accordingly. Best of luck…
Hi Tyler. I think Sandeep and Kishwar make some great points. With all of the video conferencing technology available, no distance should be a problem in the interview process. At my last company (Fortune 50 technology company, 100,000+ employees). Video conferences were a regular occurrence multiple times a day and were used for interviews in situations such as this. I did see regular resistance at times from some hiring leaders to consider relocation candidates simply due to the relocation package costs that are involved that many companies (if they are a government contractor) are required to pay. In an environment where many companies are trying to keep operating expenses down, this may be a driver as to why you aren't seeing a lot of bites in your situation. Hope this helps.
Applying for a job outside of your current location, in and of itself, is not an issue. The issue is first and for most do you have a work permit for that country. If not unless you bring to the company a skill they can not get locally you are wasting your time. First, most companies will not consider a resume if the person in the cover letter does not confirm they have a work permit for that country. Very few companies will work on your behalf to get you the visa you need. So first thing is apply for a work visa in the countries you want to work in. Once you have the work visa you will find the interviews come easier. Second if you have a unique skill that is in high demand, being an English teacher is not one of them, then you have a better chance at getting the visa and having companies look are your resume. Third, more and more companies are using Skype and TelPresence for distant interviews. So location is not the issue it used to be.
In short focus on locations where you have permission to work. Focus the resume on skills and experiences you have that others might not have, third consider working locally with a multinational who will eventually give you the possibility of being transferred to another company, through working with them.
The issue is not your resume, not would willingness to relocate, it is simply, do you have permission to work in the country you wish to work in. If not unless you have something the company needs they will not consider unless it is an NGO.
There are some human basics here. Would you marry someone you had never met in person? I would not,nor would I put my company in the hands of someone I had never met face to face and more than one time and in more than one situation.
I believe the extra cost for hiring of an international candidate is more important than the interview itself.
many companies assign recruitment agencies to do the primary interview if their target candidate will be overseas, hold interviews by skype or video conference or even send a ticket for the candidate to travel to job location.
all this can be done only if the target is to get an overseas candidate, otherwise, they would surely prefer a local candidate and save all hiring and relocation cost.
If a candidate is shortlisted companies would do a VC or skype call. This ensures fitment. For the final round the candidate may be invited for a face to face interview.
Instead of stating that you are open for relocation, try suggesting that you are in the process of relocating.
I think that not being able to physically interview a candidate is probably an issure, unless a headhunter is involved. It shouldn't be; not when an employer can avoid accusations of discrimination. If they don't see you, if you have a gender neutral name or use your initials, they won't see your race, gender or age.
I have been in human resources for 19 years and I have always encouraged hiring managers to utilize Skype for interviews when the physical interview is not available. I have had many phone interviews that turned into Skype interviews. However most companies are still stuck using the old fashioned need to have you in the room interview. I believe if they want you to be in the room they should flip the bill to bring you to the room and show that they have some skin in the game. This also let's you know how interested they are in you. If they are not willing to at least pay half of the expense of travel to them change your mind about that company.
Hope this helps
I agree with the comments below about the usefulness of Skype, etc. to create a virtual "face-to-face" encounter. That being said, I do think that unless the company is having difficulty finding someone locally, the extra effort and cost associated with relocating someone (regardless of who pays) make them reluctant to consider out of area candidates. Your best bets are 1) focus on relocation opportunities that seem logical and feasible and 2) convey this information in your cover email, e.g. "I am currently working in China but am looking to relocate to Topeka because my family is there." It's especially effective if you can also say, "I will be in the area the last week in April and available for interviews," or even "I am available for initial interview remotely via Skype." Maybe the recruiter hasn't thought about this venue... Good luck!
Great question, but its kind of a two part question. The first is about interviewing and that is easy to overcome through web programs that my peers have mentioned like Skype or virtual meeting platforms and even video resumes.
I'm more interested in your second and somewhat more important question about relocation. The truth is, often recruiters will pass up a relocation for someone local, mainly because of cost. Most people expect the company to pay the relocation fee and that can get costly! If you are serious about an opportunity and you are not looking for the company to compensate you, then it may be a good idea to mention that up front. Don't be afraid to step outside of the normal resume interview format and stake your claim. Make it clear you are willing to move, no strings attached. Offer to sign a waiver or hold harmless agreement so that the company you are interested in can see you at face value and not feel they have to take a risk on a relocation. If you are looking for a company to relocate you, then you are going to have to really stand out or find that perfect match. You could also look for a company that is global, and start locally and move into a position in your desired location down the road.
Good luck to you in your search and your travels!
I think you are facing two hurdles here. First, I believe you have accurately described the "Not Living Here" problem that I have experienced in my own career at different times. Secondly, I refer back to the "Not Living Here" problem when applying and saying, "willing to relocate." That says, time to move, possible reimbursement expenses, and will most likely result in the path of least resistance, which is hire the person already living here. It's even worse if you want to remain where you are and work remotely. it's not impossible but you have to be head and shoulders above any other candidate before you can overcome this hurdle. It's silly that companies still rely on physical presence for personnel management, meetings and so forth, but they do and given that "work from home" has been discussed for the last twenty years it's not likely to change soon. So, if you are in the job market, move now to where you are most likely to get hired, and turn heads, as you say.
For an initial interview, most head-hunters and even companies are satisfied with a telephone or Skype interview, If you impress enough at this stage and the company wants you enough and has the budget, they will normally fly you in for later stages of the interview process.
More and more companies are using both pre-recorded and live video interviewing to screen candidates. This is usually early in the process and allows candidates flexibility. They will need to meet in person eventually but only as a possible finalist in most cases.
There are so many factors that play into this, specifically, the company, the position and the company budget. It is less of an issue with higher level and highly specialized positions, which generally have a smaller applicant pool to begin with and are more highly compensated, so companies are aggressively competitve for those relatively fewer and highly qualified candidates. As a general statement, however, companies today are less likely to pay expenses for travel for interviewing distance candidates, when there are local candidates available. They generally will use video interviewing as the first step in the process with non local candidates and that may happen after a local search has been implemented and completed. If a candidate is not placed at that point, the company will broaden their search to a larger geographical area. Fewer companies are paying relocation costs these days and frequently the amount is reduced from previous years, often today their will be a cap on relocation expenses paid, with the new employee paying a percentage of the cost. When able to do so some candidates may offer to pay their own relocation expenses, if not provided by the company in order to become more competitve for the position.
I think it truly depends on the organization and their flexibility in conducting interviews. Some prefer in person interviews, while others are more open to using options such as Skype as others have mentioned. I'm not sure of a particular bias based on location, but that could be something to ask a company up front as well.
I have used Skype to interview candidates in the past and it can be very effective. However; there have been candidates who treat the on line interview with less professionalism than they would a face-to-face. I have had them show up to the interview (Skype) in a tee shirt and holding a coffee cup. The convenience of on line interviewing should still maintain professionalism.
And as far as being passed over because you are not able to do an in-person interview; I wouldn't worry about that. Employers need quality people, if you are a quality candidate they will find you no matter where you live.
Always a tough one. People prefer in person interviews to read the subtle signals of personal interaction. Probably the only way to overcome the objection is to suggest a Skype interview, Although Skype is not the same as an in person interview it is better than just a phone call. -Hope that helps
While there may be some issue with your location, I do not think it is really a problem. Employers are doing a lot more phone interviews and using Skype for interviews. Good luck to you, though