How to succeed in remote recruitment?
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Everyone in the world of recruitment has had their work processes completely disrupted over the past couple of years. As with the way we work in general, talent acquisition techniques and practices have also changed dramatically. The lowest common denominator? — Remote work. We are here to help you through your journey with remote recruitment with advice on how to make the most of it.
Get everyone onboard
Recruiting remotely raises a lot of questions. Following the start of the pandemic, a lot of companies have decided to simply freeze hiring new people. We now know that that’s no longer a sustainable solution. And while that might seem obvious to some people, in other settings, effort needs to be made to convince the company’s CEO and head of HR.
Hiring someone you’ve never seen in person may feel uncomfortable at first. However, there are already countless positive examples and success stories out there that could help you take that first step. Try and use those to get everyone onboard. Explain the nature of today’s extremely dynamic world of work and the need to adapt quickly and always be on top of the latest trends. Provide statistics and different reports. Those will help you prove your point. It’s important to also focus on the obvious positives of remote recruiting. The most apparent one being having access to a much larger pool of talent and being able to hire regardless of one’s location.
Create a flawless remote job ad
It all starts with the first impression right? The internet is highly competitive, and you’ll need to stand out if you want to attract the best talent. Your job post (or ad) sets the tone for your entire further communication with the candidate. If your job post is uninspired, it’s highly likely that there will be no further communication, and you will be missing out on a lot of potential candidates. Apart from making sure it’s visually attractive, you must also be transparent about what is required, include detailed information about the position and get your company’s mission, vision and values across.
Apart from using job boards, your online presence (specifically Facebook and LinkedIn) is also a big part of what makes or breaks a candidate’s decision. Showcasing your company’s culture through social media by sharing videos and blog articles that best represent your company’s culture is also a good idea.
The right technology
To be able to hire remote talent, you’ll need to have the right technology and strategy. When working remotely, we have to find ways to attract, interview, onboard, and manage teams virtually. To achieve that effectively, we have to be armed with the right tools. For example, Remotionize offers a complete set of tools to help you handle all these processes in a smooth and easy to navigate and monitor way. Having a platform that combines the capabilities of HRM, CRM and ATS at your disposal is a necessity in the modern working environment. Otherwise, you are at a risk of falling into the trap of disorganized administrative processes, unclear team management and ultimately, a less productive team.
Virtual interviews
A big part of being a successful recruiter has always been closely linked to one’s ability to actually lead an interview. Doing so virtually requires even more precision and preparation. It’s not just about asking the right questions and how you present your company. The technical aspect of doing an interview is now half the job. Think about the tools you are using to interview candidates. Are you familiar with all their capabilities and are you confident in using them?
Invest in professional tools that allow for a smooth user experience without call drops and video freezes. It’s also important to think about what the candidate sees when your camera is on. Find the best location to do an interview. Here are a few points worth going through before each interview:
- What’s in the background? Something related to your company is preferable.
- Check your lighting. Frontal lighting is necessary to make sure the candidate sees your face clearly.
- Provide the candidate with guidelines a couple of days prior to the interview, so that they can prepare.
- Set a time limit.
- Invite team members who will potentially be working closely with the candidate and let them also be part of the interviewing process.
- Prepare your questions in advance.
- Don’t forget to talk about company culture. Ask the right questions to determine whether the candidate fits with your company’s values.
