For many people, remote work is now a simple fact of everyday life. And that doesn’t look set to change with lockdown measures expected to continue for the foreseeable future. With this in mind, we’ve decided to take a look at the things hiring managers and recruiters need to be aware of as they adopt a remote recruitment strategy.
Of course, with existing talent shortages, many recruiters will no doubt be familiar with the various processes and strategies involved with recruiting remotely.
That said, with the vast majority of the professional workforce now working from home, the remote hiring process could be new ground for many of your potential candidates. So take some time to plan your approach, especially considering that it could become a long-term recruitment strategy post-lockdown.
Plan video interviews carefully
Before we talk about planning the video interview, we’ll just mention your choice of software.
Zoom, Skype, and even Google Hangouts are adequate options that are fit for purpose. Ideally though, it’s better to use a tool designed specifically for interviewing. Tools such as Odro, sparkHire, and Interview Stream are perfect as they offer many features that generic video conferencing tools do not.
For more detailed information on video interviewing tools check out our post The Recruiter’s Toolbox which we recently updated for 2020.
Now, back to the actual video interview itself.
Video conferencing is so common these days that both candidates and recruiters should have no trouble talking in front of a screen. However, video interviews at the later stages of the recruitment funnel aren’t quite the same as those screening video chats we’re used to.
For this reason, recruiters need to spend a little more time planning their video interviews. This planning should include:
- Crafting a script that includes questions
- Setting up a backup option in case of technical difficulties
- Making the interview process crystal clear for candidates
- Having the right tech on hand
- Always being on the call before the candidate
- Be mindful of candidates’ data privacy
Most importantly is to remember that video interviews, although seemingly less formal, should be treated just as seriously as a face-to-face interview. This is quite possibly your team’s only chance to get to know the candidate before a formal offer is made so use it wisely.
And on that note…
Collaborate to find the right talent
Collaborative hiring is the process of getting a candidate’s potential new colleagues involved in recruitment.
The idea here is to create a process that allows for more team members to meet with and get to know a candidate with promise. This could involve multiple video interviews or even a trial or assessment stage where the candidate works with team members. They can then offer genuine feedback on the candidate’s on-the-job skills and their ability to work collaboratively.
If you plan to take this approach, it’s essential that you choose the right team members to get involved. You also need to make it very clear to the candidate just what is going on. Multiple video calls with different team members might lead to some confusion. Keep them informed every step of the way as you would in a more traditional recruitment process.
While there are many benefits to collaborative recruitment, one of the most significant is the improvement of candidate experience. Surveys reveal that 66% of candidates want to hear more from employees of a potential employer. By involving their potential colleagues in the hiring process, you’re giving a candidate the perfect opportunity to get an inside track on the company as an employer.
Not only do you learn more about them but they learn all about the company. A win-win scenario if ever there was one.
Streamline where possible
Remote work is all about streamlining processes. This allows your team to be more efficient and as a result, produce better results.
That’s where some of the tools we mention in our Recruiter’s Toolbox post come in extremely handy. Marketing, scheduling, screening - these are the processes that take up a considerable amount of your team’s valuable time and so making use of automated service providers and streamlining tools is just good common sense.
For example, you might choose Phenom to create dynamic career sites, streamline communications with Talemetry, or use PreContactTool to find contact details for candidates.
When it comes to the services we provide here at vsource, we’re proud to say that all of our offerings work seamlessly with a remote recruitment strategy. The likes of our candidate sourcing and talent mapping services alongside ancillary services such as CV processing and candidate review enable recruiters to focus more on building relationships. Not too shabby if we do say so ourselves.
In short, if you really want to maximize the efficiency of your recruitment team as they work remotely, you’ll need to give them the ability to streamline or automate time-consuming tasks.
Check the tech
Of course, your recruitment team will need to have the right tech in place to carry out their responsibilities remotely. This covers everything from a high-speed internet connection to a laptop or PC with adequate processing power to handle the software and tools required on a daily basis.
They will also need the right equipment for video interviews. Built-in mics and cameras may be acceptable, but if working remotely looks like it may become a long-term strategy, then investing in higher quality visual and audio equipment is a good idea.
But don’t stop with your recruitment team. You’ll want to make sure that the candidates you plan to interview also have the right tech and system requirements to attend video interviews. If you plan to offer them a trial or assessment, you will need to double-check that, from a technical standpoint, they are in a position to handle any tasks.
Although for the most part, working remotely has been forced upon us, it’s incredibly encouraging to see how well we are all coping with it. In fact, in many ways the time we have all spent working from home has revealed that remote work doesn’t necessarily have to have an impact on our ability to carry out our roles.
So stay positive, stay at home, and carry on recruiting.