Remote hiring – 6 Tips for recruiters
Since the onset of the pandemic, we’ve come to one realization; Covid 19 isn’t going to disappear anytime soon. While the world may be limping back to ‘normal’ due to the presence of many vaccines in the market, we are still far away from the pre-covid world.
As for hiring, companies will be recruiting and working remotely in the near future. In such a scenario, what would be the best remote hiring practices? How do you as an organization, ensure that you hire the right candidates – remotely? With hiring trends having evolved in the last few years, the last year alone made it a compulsion for recruiters to make a mandatory shift to remote hiring.
Keeping in mind the shift towards remote hiring and remote working, here are a few tips to help recruiters along the way.
- Write enticing job ads
While hiring the right candidates, it is crucial to write engaging and accurate job advertisements especially when hiring remotely. In order to draft an effective job advertisement, ensure that responsibilities and expectations are elaborated properly. For instance, it would be good to highlight if your company remote friendly, remote only or encourages mixed hiring.
However, another way to create a personal connection with candidates early on is to create video vacancies. This allows candidates to see and hear more about the vacancy and your company which could motivate them to apply for the job. There is research by Career Builder which shows that video based job postings are viewed 12% more and also receive 34% more applications when compared with text based or image based job posting.
To make this process more fun and engaging, you can ask the hiring department to send you short clips that talk about the role, the company, the culture of the organization and any information you think ought to be included. This way the process becomes interactive, your internal team is involved and your brand is elevated as well!
2. Create a structured interview process
Pre-defining the hiring process is a definite way to stay organized and keep the hiring process smooth, even when hiring from afar. This helps maintain a consistency in conducting interviews, reduces the chance of biases and will also provide candidates with a better experience. The important factors in creating a structured interview process is to identify – 1. The steps to be followed 2. Who is responsible for which step 3. Due date for assigned steps.
3. Implement a good shortlisting process
Another good way to have an effective hiring process is to also have an equally effective shortlisting process in place. Over half of the industry leaders (talent acquisition), 52% have agreed that the biggest challenge in recruitment is identifying the right candidate from a large pool of applicants.
The solution to this is to have well-defined benchmarks to score candidates by. This can accelerate the hiring process and fill open roles quickly and efficiently. Identify a set of parameters you want; for instance – what are the ‘must have’ and ‘good to have’ qualities in the right candidate? How is your remote-first arrangement going to affect the factors you are looking for in a candidate?
One you and the hiring manager, if you opt to work with one, have pre-defined the criteria, you can then implement a pre-employment assessment method. This will help you assess candidates on a variety of skills like cognitive and technical abilities to culture and personality fit while also letting you narrow down the list of candidates.
4. Make use of video interviewing
All thanks to the video interviewing technology, remote hiring has become easier. You could use both one-way and two-way interviewing methods which could be applied at different stages of the interview process. The phone screening process could be replaced with a one-way interviewing method while an in-person meeting could be replaced with the two-way interview process. Utilizing both these methods, allows you to measure a candidates’ non-verbal communication while hiring remotely.
Even while conducting a video interview, you need to be as prepared as you would be for a face-to-face interview. Asking the right questions will not only reveal most information about the candidate but will also keep the interview free of bias.
5. Allocating an existing assignment
To create a more effective assessment, you could provide the candidate with a practical assignment to assess their skills – all without having them on site. To make it more effective, you could time the assignment to gauge how candidates perform under pressure. But ensure that you do not scare candidates off by setting an inconvenient time for the assignment. Setting a time at the candidates convenience makes them feel comfortable, prepared and at ease.
It would be best to keep this process during the final stages of the interview process so you wouldn’t have to wade through numerous assignments.
6. Data privacy is critical
Many candidates while giving an interview online, have expressed concern about the safety of their information. Ensure that you are meeting the data privacy laws in your region of hire. It is important to know that the data technology you choose is important. Free platforms like Skype have certain limitations as compared to a dedicated video interviewing platform. Ensure that your organization uses safe technology that lends protection to both the candidate and the company in such scenarios. For instance, you could inform your candidates if you are recording interviews, for how long you are going to store them and who will have access to the interviews.
With today’s prevailing scenario and changing hiring trends, you will have to adapt your recruitment strategy to the current trends. When an opportunity provides it, you could invite candidates over to your office. But when unable to do so, it is imperative to ensure that you are agile in your recruiting methods. This will enable your company to get more tech savvy, be prepared for any eventuality and will only increase your hiring efficiency.