Jay Webb on Overcoming the Challenges of Virtual Recruiting

“It’s not, ‘I can’t do this. I can’t do this.’ It’s, how can I do that? How can I make this work?”

Sales recruiter Jay Webb is talking specifically about his own early career experience venturing into recruiting, but this line of thinking is exemplified more broadly in the successful candidates he finds and places for a living.

As the founder and president of the j. David Group, the host of the successful interview-based podcast Over Quota, and a long-time recruitment specialist, Webb knows firsthand what successful candidates look like.

He shared his expertise on a recent episode of The Adapter’s Advantage as he discussed the challenges of finding the right candidate, including:

• ​The dynamics of virtual recruiting
• ​The value of emotional intelligence
• ​Strategies to optimize a candidate’s success

1. The Dynamics of Virtual Recruiting

“Whether it’s interviewing or presenting, just making sure that you show up to the camera and to the video, ready to go and in control.”

Virtual is now the new normal, but what does that mean for recruiting? Many parts of the experience can be replicated, but as Webb points out, the informal moments—like the walk back to the door or parking lot—are missing. The interview ends abruptly with a click, leaving no way to assess the vibe or gauge your performance.

There are ways to make a good impression virtually, including:

• ​Choice of background
• ​Lighting and visibility
• ​No distracting pings, beeps, or notifications
• ​Level of apparent readiness
• ​Strength of internet connection

While some factors are beyond your control in a work-from-home environment, focusing on what you can control goes a long way.

2. The Importance of Emotional Intelligence

“I mean, frankly, if you have candidates that are showing emotional intelligence… What I mean by that is that they are curious, they’re prepared, they’re intellectually engaging, I’ll say… They’re interesting. They’re doing things slightly differently than other folks.”

When asked how often emotional intelligence is a primary differentiator between top and average salespeople, Webb responds simply: “There’s no question, it’s… always.”

Key indicators of high emotional intelligence include:

• ​High level of self-awareness.
  • ​You can tell an interviewee’s self-awareness by how they tell stories, frame their experiences, and explain their decisions. Engaging storytellers are often highly self-aware.
• ​Intuitive understanding of appropriate behavior.
  • ​This includes knowing when not to talk too much, when to emote, when to ask qualifying questions, and when to match and mirror. The opposite would be self-sabotaging behaviors, such as not listening to advice, overtalking, and becoming defensive.
• ​Good follow-up, even after bad news.
  • ​Emotionally intelligent individuals recover gracefully. Webb asks, “How are they responding to criticism or critique? How coachable are they?” Overly emotional people often lack self-awareness.

Webb also notes the importance of candidates being strategic about their career moves, not just interviewing for any job but seeking roles that fit their career trajectory.

3. Strategies to Ensure the Right Fit

“It’s difficult, right, because they’ve clearly interviewed well, and then they show up, and it’s a completely different thing.”

Sometimes, a candidate seems perfect during interviews but turns out to be a poor fit after starting. To avoid this, Webb recommends:

• ​Backchannel referencing.
  • ​Instead of only asking for provided references, do your own research on where the candidate worked and seek out independent perspectives.
• ​Assessment tests.
  • ​These tests may not rule candidates in or out, but they help with onboarding and coaching to address weaknesses.
• ​Onboarding.
  • ​Structured onboarding processes set new hires up for success. This includes effective skills training, team-building, and cultural indoctrination so new employees can fully invest in the company and its mission.

Webb shares a story from a Chris Rock interview: “Our selves don’t show up. Our representatives show up, like we send our representative.” The best version of a candidate appears in interviews, but onboarding and due diligence help reveal the genuine person who will show up for work.

Adapting to New Circumstances

“I wasn’t sure what it was going to be, but I knew I was going to start a business because I needed to … I have a mind that needs to be untethered, and I need to explore those things. I always have.”

Jay Webb always knew he would run a business someday, but he still had to adapt to the twists and turns along his journey to success.

Learn More

You can listen to the complete episode of The Adapter’s Advantage: Finding the Best New Hire for more insights into virtual recruiting.