Hello Gia,
Further to what other members suggested, pl confirm the reason(s) why you DON'T have a F2F in your Selection Process. Obviously, there must be reason(s).
Asking for TWO References is, in the given situation & with the given limitations, the best option for you--taking care to ensure the candidates give VALID References--not of relatives or friends who don't have anything to do with their professional track-record. Asking for ONE Reference of a past or present boss & SECOND Reference of a past colleague would enable you make calculated judgements.
And when asking for References, pl ensure they DON'T give the References of someone whom they know very well @ the personal level--quite often, the judgement is clouded by the personal rapport & you end up getting highly inflated/exaggerated opinion(s) from that Reference.
You mentioned '........had to fire a guy who appeared technically good over skype interview (2 rounds) and hence was hired but after he join we figured out his communication skills....'. There does seem to be a case to IMPROVE the Skype Interview skills of your Interview Panel. Communication skills testing/evaluation is one of the easiest to conduct/handle over Skype--if this aspect wasn't noticed, then there's scope for concern from the HR angle.
I am not sure if there's any specific instruction set for your candidates taking the Skype Interviews--we insist that the candidate should adjust the webcam so that half his/her body is visible AND with the palms/hands over the table--NOT just the face or shoulder portion. That will enable the Interviewer to see the body language--something that's done during a F2F.
At the EoD, let's face it--however much the processes are improved, there will always be guys who figure-out NEW ways to hoodwink the AS-IS system(s)--the key is to keep refining the processes on a pro-active basis.
All the Best.
Rgds,
TS
Further to what other members suggested, pl confirm the reason(s) why you DON'T have a F2F in your Selection Process. Obviously, there must be reason(s).
Asking for TWO References is, in the given situation & with the given limitations, the best option for you--taking care to ensure the candidates give VALID References--not of relatives or friends who don't have anything to do with their professional track-record. Asking for ONE Reference of a past or present boss & SECOND Reference of a past colleague would enable you make calculated judgements.
And when asking for References, pl ensure they DON'T give the References of someone whom they know very well @ the personal level--quite often, the judgement is clouded by the personal rapport & you end up getting highly inflated/exaggerated opinion(s) from that Reference.
You mentioned '........had to fire a guy who appeared technically good over skype interview (2 rounds) and hence was hired but after he join we figured out his communication skills....'. There does seem to be a case to IMPROVE the Skype Interview skills of your Interview Panel. Communication skills testing/evaluation is one of the easiest to conduct/handle over Skype--if this aspect wasn't noticed, then there's scope for concern from the HR angle.
I am not sure if there's any specific instruction set for your candidates taking the Skype Interviews--we insist that the candidate should adjust the webcam so that half his/her body is visible AND with the palms/hands over the table--NOT just the face or shoulder portion. That will enable the Interviewer to see the body language--something that's done during a F2F.
At the EoD, let's face it--however much the processes are improved, there will always be guys who figure-out NEW ways to hoodwink the AS-IS system(s)--the key is to keep refining the processes on a pro-active basis.
All the Best.
Rgds,
TS