Geri Brehm is principal in a private practice advising clients from Fortune 500 companies on best practices for maximizing employee and manager contributions. She consults and coaches on organizational growth through proactive leadership designed to maximize employee talents, abilities, and contributions. Her expertise includes coaching for leadership development, team building, organizational analysis, and workforce professional development. Brehm is the senior associate director of career advising and mentoring at Brandeis International Business School and teaches management and leadership skills at Boston University, where she earned her bachelor’s degree. She holds graduate degrees from Harvard and Columbia Universities.
How do in-person and virtual interviews differ — from the employer’s perspective?
Employers generally appreciate the lower cost of virtual interviews, but one negative is they don’t get a solid sense of the applicant’s “presence” because they are not physically in the same space. For the applicant, the primary negative is they can’t pick up cues as readily as they would in person. Also, applicants need to step up maybe five times their normal energy level because of the virtual medium. Another difference is that applicants might encounter a first-round pre-employment program designed to assess personality.
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