With virtual interviews here to stay, it’s important to prepare differently than you would for a typical in-person interview.
The Covid-19 pandemic forced many companies to adopt virtual interviewing. According to a survey from Indeed, 82% of employers used virtual interviewing technology. And it turns out, both companies and candidates like it. The same survey revealed that 93% of companies plan to continue using virtual interview technology in the future. At MarketStar, 100% of our interviews are conducted virtually. Here I’ve listed my top 7 tips to help you present your best virtual self in your next interview.

About our Guests:

Angel Ringstad has been at MarketStar for three and a half years as a member of one of our strategic partnerships. Outside of work, she is a painter, an advocate for social justice, and a mother of five. She takes great care of her team at work and loves spoiling her grandbaby. 

Charlie Padilla is a returning member of the MarketStar family after leaving to pursue an opportunity at a large AdTech company. He came back to help pilot a new, high-profile AdTech program within MarketStar and has had great success. He and his wife have two kids, eight and four years old, who keep them very busy! His hobbies include golfing, gaming, and spending time with his family.

Tyce Spencer is celebrating his 13-year mark with MarketStar and leads one of our sales teams. His why is about seeing others grow and succeed, which is why Tyce is a true example of someone who works hard to include all the team in activities, discussions, and events where people can connect. Tyce brings in “All In, Every Day” and “You Belong” to his team every day.

They say people come for the job but stay for their boss. It’s proven time and again the top reason someone might move on from their current job is because they don’t align with their manager. Other reasons follow close behind, such as limited career progression or not enough opportunities for skill development. These may sound like singular and isolated issues someone might encounter in a job that isn’t fulfilling, but they can actually also tie back to having a manager that doesn’t prioritize their people. When employees feel their manager isn’t opening doors to more opportunities and isn’t looking to develop them professionally, is where they usually start to feel (rightfully so) devalued and start looking for better positions.

When shopping for sales talent, every company hires with diversity in mind. Unfortunately, diversity is more about hiring for compliance than success. Smart organizations hire sales talent with an eye toward inclusion, not just diversity. Inclusive hiring is reflected in not only how you hire, but also how you enable the people you hire.