A meeting room shouldn’t cost more than the hire is worth

Booking a room for a day of interviews can run into hundreds of pounds before you’ve met a single candidate. Add travel time and a day out of the office, and in-person interviewing starts to look like a luxury most small businesses can’t justify.

Online interviewing isn’t a downgrade. Done properly, it’s faster, cheaper, and just as effective at finding the right person — this guide shows you exactly how.

What’s Inside

  • Why SMEs are moving online, and the real cost comparison
  • Setting up to look credible on camera, at no cost
  • Structuring the interview without an HR department
  • Questions that actually reveal fit, not rehearsed answers
  • Building rapport on camera, and reading video interviews correctly
  • Assessing candidates fairly — the Equality Act basics you need to know
  • Reasonable adjustments, including for neurodivergent candidates
  • Common mistakes that cost you good candidates
  • A one-page interview day checklist

Who This Guide Is For

✓ Small business owners hiring without an HR team

✓ HR professionals at SMEs building a consistent process

✓ Anyone moving from in-person to online interviewing

✓ Employers wanting to interview disabled candidates fairly

Get the legal basics right, without a legal team

What you can and can’t ask under the Equality Act 2010, what “reasonable adjustment” actually means for a business your size, and practical adjustments for neurodivergent candidates — explained in plain language, not legal jargon.

Frequently Asked Questions

Building Your Interview Process From Scratch?

Book a free 15-minute call with Brian to talk through your specific hiring situation — including how to interview disabled and neurodivergent candidates fairly and confidently. No obligation, no sales pitch.

Book Free 15-Minute Consultation

© 2026 Leap Forward Careers UK. This guide is for general information purposes and does not constitute legal advice.