The pandemic has affected the way we conduct business quite dramatically. With most employees working remotely, it has become another part of the process that recruitment is also a virtual interaction.
How does recruitment differ remotely?
Previously the process involved a sequence of interviews at the employer’s premises. This, of course, has become difficult, and in many cases, an impossible way to recruit in the current climate.
Recruiting remotely involves all stages of the process being carried out without meeting the candidate face-to-face. You will want to ensure that the candidate you will be hiring will fit into your company culture and enhance your team; all of this without actually meeting in person.
There are various great remote platforms to choose from, including Zoom, Teams and Skype. All of these applications are easily accessible and have easy-to-follow instructions for both you and your interviewee.
First, practical preparations for you and your interviewee
- Prepare your questions carefully, think about what you need to know.
- Do a trial run of the interview beforehand so that you feel comfortable with the script.
- Ensure candidates have all the information they need before the interview.
- Make sure all technology is in working order before making the call.
- Be the first on the call!
- Inform the candidate early which software the interview will be carried out on.
- Be prepared to have a back-up plan should there be an issue with the web call, e.g. phone interview.
It’s a great idea to have several people on the call to assess the candidate. You could even have an employee who is currently performing the role to help the interviewee understand what the job involves in more depth. They can also see if the candidate would be a good fit for the position.
Assessing remote candidates can be simplified by devising a skills test. These tests can include creating copy set to a specific brief, building a front-end website, sales questions, coding simulations and even psychometric assessments to get an insight into the way the candidate thinks.
Skills tests are beneficial for both parties, allowing them to demonstrate their skills instead of just describing them in a traditional interview setting.
One of the things many people have missed greatly during the pandemic is speaking to and seeing their team members. There is a significant difference between talking to colleagues during a lunch hour, where ideas are shared and bonded, instead of speaking on a zoom call.
For a candidate taking part in an interview remotely, they cannot assess your culture and general ‘feel’ for the place. This can be accommodated by creating a ‘virtual tour’ that all candidates can access before the interview. If your company doesn’t already do so, you may wish to make a short video that can include short interviews with some of your company’s key people.
This will help show your candidates that you care about how they will fit into the team and gives them an idea of the people and company they will be working within.
Onboarding: Settings expectations
Integrating a new employee into an organisation is vital in making them feel like they have made the right decision to work with you. The ‘traditional’ way of onboarding has received scrutiny for being long-winded, and old fashioned, therefore many employers have embraced a more digital way.
Benefits of this method include:
- Quicker handover of tasks
- Regular communication in the lead-up to the start date
- Training videos and/or assignments can be carried out
- Any paperwork required can be completed early, including ‘requirement to work in the UK’ documentation
The Bottom Line
Be organised, decisive and methodical in your approach to remote recruitment. Set clear expectations and boundaries to ensure a good start and offer support and guidance over the initial probation period.
Remember, there will be many applications, with many perhaps losing their previous jobs due to the pandemic. Being empathetic and supportive will benefit them and ensure that whoever is successful will recognise you are a good company to work for and will be committed to providing high-quality work. If you’d like help with the recruitment process in your company, call our specialist team today on 01279 874 676 or contact us directly at email@example.com