在COVID-19的影響下，公司為了維持人才招募的進展，把面對面面試改成遠距面試。本研究旨在探討遠距面試和面對面面試的差異，和遠距面試會帶來什麼樣的挑戰。嘗試透過人力資源管理的角度，去討論身為公司的人資專員，要如何去解決遠距面試會產生的問題。作者在文獻回顧章節討論了在不同領域，遠距面試所會遇到的問題。並且透過半結構式訪談了解台灣不同產業的公司人資專員會遇到哪些挑戰。研究結果顯示，無論是什麼產業，公司皆在疫情期間改採用遠距面試來招募人才。遠距面試會遇到的問題也出現在每個產業，但卻不是每個問題都有解決的方案。這個情形使得許多公司在疫情趨緩時，就陸續改回面對面面試。不過無論從公司的角度或是面試者的角度來看，遠距面試依然具有非常大的吸引力和優勢。因此作者設計了一套面試流程，針對不同的工作性質和職位位階，有著不同的面試流程。期望可以透過這樣的建議，讓有意繼續實施遠距面試或是開始實施遠距面試的公司有參考依據，使公司與人才達到雙贏的局面。

Due to the impact of COVID-19, companies have shifted from conducting face-to-face interviews to remote interviews in order to maintain the progress of talent recruitment. This study aims to explore the differences between remote interviews and face-to-face interviews, as well as the challenges associated with remote interviews. From the perspective of human resource management, it discusses how HR professionals can address the issues that arise during remote interviews. In the literature review section, the writer discuss the challenges faced in different fields when it comes to remote interviews. Semi-structured interviews were conducted to understand the challenges encountered by HR professionals in various industries in Taiwan. The research findings indicate that companies across industries have adopted remote interviews to recruit talent during the pandemic. The challenges associated with remote interviews are present in every industry, but not all of them have readily available solutions. This has led many companies to gradually return to face-to-face interviews as the pandemic situation improves. However, remote interviews still possess significant appeal and advantages from both the company's and the interviewees' perspectives. Therefore, the writer have designed an interview process with different procedures tailored to the nature of the job and the hierarchical level of the position. It is hoped that through these recommendations, companies interested in continuing or initiating remote interviews can have a reference point, enabling a win-win situation for both the company and the talent involved.

Table of Contents
Validation Letter i
Acknowledgement ii
摘要 iii
Abstract iv
Table of Contents v
Table of Figures vii
Table of Tables vii
1. Introduction 1
1.1 Research Background 1
1.2 Research Motivation 1
1.3 Research Focus 2
1.4 Research Purpose 2
1.5 Research Outline 3
2. Literature Review 4
2.1 Work From Home 4
2.2 Remote Interview 8
2.3 Conclusion of The Literature 13
3. Methodology 14
3.1 Research Design 14
3.2 Research Questions 15
3.3 Data Collection 16
4. Results 21
4.1 Remote Interview Experience 21
4.2 Post-pandemic Discussion 34
5. Discussion and Recommendations 36
5.1 Conclusion 36
5.2 Limitations and Future Reference 38
References 40
Appendixes 47

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