Recruitment is a great career to be in if you love a challenge. Working remotely really can test just how committed you are to the cause. It becomes a lot harder to accurately sell your organisation culture and match skills from behind a screen.
Communication is indeed the key to open the door to successful remote recruitment for your organisation. With many of us still working from home and possibly not returning to the office just yet, now is the time to hone your team’s strategy for hiring remotely.
Hiring teams in need of some tips, this is the article for you. We’ll be looking at the need-to-knows of putting together a strategy to ensure that online recruiting is as effective as possible in the time of COVID-19.
Remote Recruitment: 7 Tips To Help You Succeed
1. Get Your Tech In Order
For candidate screening and staged tests, your automatic move should be to turn to your &Team software. This can help you start on the right foot, screen candidates quicker, and narrow down a more qualified pool to interview with.
If you can meet face-to-face, that’s great. However, the new norm in the industry entails video interviews. This means that from your side, the technology needs to be up to date, and your wifi needs to be strong and reliable. This is your shot at getting to know the candidates - fuzzy signal and cameras that don’t work can throw a serious spanner in the works.
Ensure that your candidates have a fair notice period, so they can check that they have a good set up from their end. The meeting invitation should also include everything they need to know so that they can easily join the meeting.
Check the microphone and camera before the interview, and have a backup plan for any wifi problems. Also, give the candidate a clear way to get in contact with you in case they have to troubleshoot anything on the day.
2. Create Additional Interviewing Stages
Time is money, so you obviously want the sourcing, recruiting, and hiring process to go as quickly as possible. However, doing this all via remote recruitment does mean that it takes time to understand the person you’re looking to hire.
To remedy this, you could consider adding in additional screening or interview stages to get to know more about your candidates. For example, set a pre-recorded interview task, or ask candidates to take a personality test to see if they are a culture fit.
3. Consider Collaborative Hiring
Collaborative hiring involves getting people on the work team to meet the future employee. If you’re hiring for a specific department, this is a fantastic way to give the relevant hiring managers a say in the hiring process.
Ask them to sit in on an interview, or put together a list of questions for every interviewee to answer.
4. Review Promotional Efforts
When it comes to attracting different types of candidates, be selective in who you target in promotions on various platforms. For example, you wouldn’t try to attract a senior management position from a university job page or even on Indeed.
You need to fit your job adverts to the relevant platforms where your ideal employees hang out. Think about niche job boards or other sites where you can find high-quality candidates.
5. Assess Applicants’ Eligibility For Remote Working
If you’re working remotely, there’s a good chance that your successful candidates might also need to. In this case, you’ll have to put more time into understanding the person’s current set up to see if it’s going to be conducive for productivity.
Your ideal candidates will have good time management, communication skills, and consistency. They should also have self-discipline and be proactive. Think about the questions you can ask to extract this information out of them during an interview - they need to demonstrate their ability to master these skills, although you should keep in mind that the situation we’re in is quite new to many of us.
6. Factor In An Assessment Period
Seeing through a probation period is not new. All things considered, factoring this into your hiring agreement can help you both ensure that it’s the right fit.
7. Understand That The Candidate Profile Is Different
An ideal personality and skills profile for a specific role pre-COVID-19 might look different now that we’re in the pandemic. Today, your organization might be looking for different calibre candidates. They will need different skills and traits to make them effective remote workers should the situation call for it.
Taking from our tips, remote recruitment will get easier and more effective as we go along. Although it may be challenging now, the skills that you pick up will add scores to your resume in the future. Right now, and in the long run, your organization can benefit from the adaptive efforts that you implement to continue hiring a workforce that will take it to new heights.