This article is written by Olivia Coughtrie, Director at Oriel Partners PA Recruitment.
Remote working is hitting hard and fast.
At the start of 2020, many people adopted remote working. The pandemic has pushed the trend upwards. The Office of National Statistics (ONS) shows that as of the week starting June 11th, around 49% of people completely adopted remote working or combined the trend with travelling to the office.
Hiring managers are faced with the challenge of hiring remotely. How can they ensure a seamless hiring process in a candidate-driven marketplace?
If you don't have the correct systems and procedures in place, even hiring under standard conditions is time-consuming and difficult. Actually, according to the 2018 Recruiting Benchmarks Survey, the time from posting a job vacancy to an interview meeting was 38.2 days, on average.
If you're looking for tips on how to recruit remotely read this remote recruiting guide to help you improve and streamline the process.
Remote Recruitment Challenges
When you can't meet with the candidates face-to-face, you must use complex and reliable systems and adapt current processes to the online landscape. Over video, you may find it is harder to build rapport with the job candidates. It's difficult to decode non-verbal skills and body language when you're in a virtual meeting.
What's more, collaborating online with your hiring team can be challenging. It's even worse when you're not using a high-performance CRM and instead, you're using spreadsheets to update and share data. If you're not using a CRM already, consider installing online communication tools and systems, which you can access from anywhere at any time.
Save Time and Optimise Productivity
The key to recruiting remotely often lies in the applications and technologies used to perform tasks usually carried out by people. When you use cloud-based CRM systems, you can access and update the candidates' database at any time and from anywhere. All you need is an internet connection and a mobile or desktop device.
CRM platforms automatically store information about the candidates and update the info according to the phase of the journey. Everything is done remotely via automatic notifications and alerts. With CRM software tools you can re-establish communication with candidates who you may have temporarily discarded. Also, social media 3rd party integrations will help you share customised messages via professional social channels such as LinkedIn.
High-Performance Recruitment Remotely
If you're looking to achieve efficient recruitment remotely, aside from a reliable CRM software tool and collaboration apps such as Asana or Slack, here's a list of the best tips available.
Tip 1: Questions Drafted for the Online Environment
Asking the right questions is a must in any context. But when verbal cues and spontaneity are minimised, it's essential to ask relevant questions. To max out on your online interviews, draft your questions to ensure you receive clear insights about the candidate.
Use open questions and encourage the candidate to provide relevant feedback on workplace culture. When you're interviewing via video, candidates may have a negative and restrictive reaction to natural pauses. Make it clear from the start that it's okay for them to take a few moments before answering your questions. Although it may feel a bit awkward at times!
Tip 2: Adopting Video Interviews
You can interview many candidates in a short time using conferencing platforms such as Skype, Hangouts, or Zoom.
You may have been reluctant to use these tools before. It's time you start using them. Because they can be complex, make sure you're prepared. Perform video interviews with your team members to learn how the platform you've chosen works. Any technology can accidentally fail, so it's best if you have a plan B. For example, make sure you have the candidate's phone number or other contact details. You may get disconnected for a short time.
Tip 3: Sharing Your Brand's Identity
Even when you're only looking to hire for remote roles and you don't have a physical office, it's now time to develop your brand's culture and identity. Consider what your values are as a hiring manager and how you'd want the job candidates to view you.
After you've set out your values, consider the ways in which you can share them in a real way to your online audience. It's helpful to promote your name and if you're doing all the right things, you'll only encourage relevant candidates to apply for the job.
Check the content on your website, make sure it's optimised for SEO and fine tune your social media content.
Tip 4: On-boarding Success
When you're recruiting remotely, take care of on-boarding. Introduce your new employees to your team's members before the start date. Plan online meetings and online social events such as "coffee and chat," or "virtual fika." Also, consider planning virtual mentoring programs to streamline the on-boarding process.
Tip 5: Producing Video Content
Create online videos to promote your brand and to engage with candidates. They also help you inform candidates about your brand identity and culture. You can include other candidates' testimonials, advice, and tips for online interviews from different hiring managers. Also, consider using case studies of clients. You don't need professional gear to create the best quality videos, especially if you're only planning to use them on social media channels. You just need a participant, a smartphone, and a neutral location to record your video.
Tip 6: Digital Evaluations
If you're not assessing your virtual candidates, it's time to start doing it. Online evaluations can accelerate and simplify the hiring process for everyone involved. You can connect the results to the CRM software. If you're looking to hire quickly, simply adapt the online evaluation and shorten it.
Tip 7: Reconnecting with Referrals
The most efficient marketing strategy is still word of mouth. After successful placements, ask your clients and candidates to share reviews and re-check the referral programme. Referrals and reviews are low-cost and high-performance ways to improve efficiency and strengthen engagement with your recruitment brand.
About the Author
Olivia Coughtrie is Co-founder & Director at Oriel Partners a PA and administrative recruitment consultancy based in Central London. Olivia is passionate about helping candidates to succeed in their careers.