Many employers will do screening phone or video calls to determine whether an individual has the skills required for the job before inviting them in for a face to face. Increasingly, we are seeing business leaders question what will life be like ‘post-COVID-19’. With remote appointments and interviews being conducted via video conferencing, could the interview process change forever as a result? As someone who is conducting an interview, it is expected of you to go through the candidate’s profile and experiences and have relevant questions in place. In an interview, the interviewee is studying you just as much as you are studying them.
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A video interview will never truly simulate the experience of meeting someone face-to-face. We’ve provided some tips for candidates here that interviewers will also find useful. Additionally, you should ‘arrive’ in the virtual meeting ahead of your candidate. Allow for a period of ‘small talk’ too, to help them become accustomed to the format and set-up. It often takes companies longer, on average, to complete a remote hiring process than it does to find office-based staff. You could be looking at several months rather than a matter of weeks before your new employee is in the role. Distance and virtual communication are obstacles in themselves, but it’s the difficulty in getting to know someone from afar that frustrates the project.
Although we can not assure that will be the situation all the time due to the high volume of different interview stages, we are committed to keeping you informed throughout the process. Our CEO, Elliot Dell, recently took part in a panel discussion with Insider and Tom Dixon, on how to hire, onboard, and manage your teams remotely. If you looking to hire for remote marketing, digital and communications roles do get in touch find out more about the clients we work with and how Spotlight Recruitment can help. We have explored how you attract top talent by promoting your company culture, here. Another option is to ask the candidates to pre-record a one-way interview in which they answer a series of questions. Also leave a few seconds at the end of each question or sentence to minimise talking over each other.
tips for recruiting remotely
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- With remote work on the rise, partly due to the pandemic and rapid evolution of technology, many employers conduct their whole recruitment process online.
- Your onboarding process is just as important as interviewing and hiring and needs just as much attention and effort as the hiring process.
- At the commencement of the interview, the interviewer should make sure to remain professional, calm, and inviting, alongside clearly outlining how it is going to be structured.
- Get in touch to talk to us about how we can help your business to make a positive change.
It’s important to address the issue of network connectivity and not reject a candidate because the call kept dropping. You may lose an extraordinary employee because the technical glitches made them nervous and lose confidence. You should always aim to over communicate in a remote on boarding process, meaning having virtual meetings and conversations in abundance. Clear objectives need to be established for remote workers from the offset and regular evaluation of these should occur regularly during the onboarding. Creating an onboarding portal for remote workers is an ideal place to store all administration, communication, and onboarding material, this will make any remote starters onboarding experience much smoother.
Remote Recruitment – How to Prepare for an online interview
A balanced scorecard approach to a candidate assessment offers a structured model to review your top candidates with. Base your analysis on four to six of the core competencies you are searching for in remote interview process an ideal candidate and use the findings from your interview to compare the applicants. Once you have defined the essential skills, use these competencies as the key categories for your assessment.
- Interrogating soft skills like intuition, self-motivation, time management, etc. is difficult at the best of times.
- It is also possible that third parties with whom we have had no prior contact may provide us with information about you.
- It is wise to be careful that you do not ask discriminatory questions about sexuality, age, religion, or race during the small talk.
- You have to factor in the possibility of notice period when you start hiring.
- Highlighting the company’s remote culture and the value it places on remote working will make you stand out.
Your interview process is the first impression of how the interviewer sees how your company treats its employees. The two methods predominantly used to conduct a remote interview are phone and video calls.
Tips for successful remote recruiting
Is largely considered the heart and spine of remote recruiting, and is, therefore, crucial to its success. Research shows that video-based job ads are viewed and applied for significantly more than ordinary ads. We explore the pros and cons of using online technology to recruit new talent. In a one-way interview, the candidate is speaking to a device answering a bunch of predefined questions, sending them to a faceless HR, and hoping for a positive response. Moreover, not many know whether to look in the camera or at the screen when talking to the other person.
Whilst you are not physically sitting with the interviewer, do still remember to thank the interviewer for their time, and reiterating that you enjoyed learning more about the opportunity. Remember to reinforce your interest in the position, ask if they have any reservations and by clarifying any next steps. Get yourself into a positive frame of mind by reminding yourself of all of your career achievements to date, and ensure that these are clearly detailed so that you can fire these across. You might find it helpful to explore interview techniques such as the STAR interview technique . Hiring managers are unlikely to breach employee privacy rights or discrimination laws during conferencing. It is wise to be careful that you do not ask discriminatory questions about sexuality, age, religion, or race during the small talk. Wear the appropriate professional dress, clear clutter from your desk, and ensure the suitability of the background, particularly if you are interviewing from home.