There is no question that the coronavirus pandemic has changed how and where we work and for many this will be a long-term if not permanent change. A Gartner survey from April this year identified that 86% of organisations are conducting interviews using video technology as a result of the lockdown measures in place to tackle Covid-19.
Although lockdown measures are slowly easing and some employees are able to return to work in their normal working environment, we believe that video technology will continue to be used as part of the recruitment process for the foreseeable future.
Why? The benefits of convenience for both recruiter and applicant; cost and time savings from reduced travel or lack of need for interview rooms or assessment centers; the ability to reduce the amount of time it takes to fill a role.
Top tips for recruiting virtually
Finding the right candidate first time is by far the most effective way of recruiting. Think of the time and energy you will save getting the process right to bring the required person into your business efficiently.
To help you, we’ve pulled together our top tips for recruiting virtually.
Advertising your vacancy:
Identify where best to advertise the role you are recruiting for. Are you trying to fill an entry level job or a specialist career post? Where will these candidates be looking for jobs? Get feedback from your most recent recruits that are in similar positions to the one you are trying to fill – what sites did they use?
Could the role be filled internally? You have an obligation to advertise any job internally anyway so make sure you give this route some real consideration. By this we mean thinking about how training and development could help employees develop the skills for the role and encourage them to apply.
Use your network – get your ad out there on LinkedIn and ask all your connections to spread the word that you are hiring. LinkedIn have recently added a feature for users who are actively seeking work to update their profile picture with an #OpenToWork frame to assist businesses recruiting.
If you have a high volume of applicants, you will need to reduce this to a manageable shortlist. Applying a rigorous scoring system to all applicants will help you to exclude those that aren’t suitable early on.
Telephone or video interviews can be really useful at this stage in the process to save time and energy. Leave in person interviews towards the final stages of candidate selection (if required).
Remember to take the time to reply to the applicants you don’t invite to interview to let them know they aren’t being taken forward. Not only is it courteous, it will reduce communication from those candidates chasing an update about their application.
It goes without saying that you need to test the technology you are using! Don’t assume that the interest connection will always be strong. Test the connection, sound and video ahead of the scheduled time for interview.
Make sure you are away from distractions so you can give your full focus to the interview. Turn off pop up notifications on your computer, mute your mobile etc. If you’re interviewing from home, set up in a place away from home distractions.
Have the candidates contact details handy in case of any delays as a result of the technology (or otherwise). Equally give them a contact number to use in case the delay is their end.
Email clear and simple instructions for the candidate joining the video call for their interview. Could you share some top tips with them so they are in the right environment for their interview?
Have a back up plan or reverting to a telephone call in technology is causing problems – don’t waste both yours and the candidates time.
Remember – your candidate might be nervous so try to maintain eye contact and give them your full focus.
If it’s appropriate, continue to use video interviews as you whittle down to your chosen person. Don’t feel you have to meet them in person if it can all be achieved virtually.
If you’re using video interviews for the first time, invite your candidates to offer feedback on how the interview was conducted from their perspective. They might offer some observations to improve on the experience.
Don’t be afraid to suggest some additional training on interviewing skills for the managers taking part. It is a different environment and there is always value in brushing up on skills.
How HJS Human Resources can help
If you could do with some additional support with recruiting, we’re here to help.
Whether that be support with job descriptions and promotion, training for existing team members to develop, or interview training and managerial skills – call us on 01722 325833 or email firstname.lastname@example.org