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Allexo Insights

Guide to remote recruitment – recruiting and interviewing online

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Sam Musgrave Recruitment, Onboarding, Remote working...

Over the last few weeks virtually every business on the planet has had to change how they work and do business; such is the impact of COVID-19.

COVID-19 is shaping the future of work and although the goal has been to continue doing business as normal, with as little disruption as possible, within the recruitment sector recruiting remotely is about to take off in a big way.

Recruiting remotely is nothing new, although until now it really has only made an impact in major global businesses. Today however, even without the COVID-19 influence, recruiters have become increasingly aware that candidates, in particular the younger generations, are preferring to communicate digitally.

There is a real risk of appearing antiquated if a business is not using the latest technology to recruit. The great news is that although many might be forced into recruiting remotely, it really is an opportunity as the benefits are plenty and it is an easy change. With very little effort you can be conducting interviews by connecting online with candidates in seconds and with no add-ons or additional training.

Being able to interview flexibly, at anytime and anywhere, can increase productivity, efficiency and avoid any delays in the recruitment process allowing you to offer the best candidate experience.

So, although COVID-19 presents an unprecedented challenge for the recruitment industry, recruiting remotely need not be a daunting prospect, although by following our ‘how to’ guide below you can be assured that the process runs as smoothly as possible:

  • Aim for a dedicated work area where you will have no distractions
  • You don’t need to invest in a bespoke HR platform. Tools such as Zoom, Skype and Microsoft Teams are great remote recruiting tools
  • Set up all equipment in advance and consider the camera angle, lighting and sound. Plus, check what is in the background!
  • Ensure you provide clear instruction on how the process will work in good time, including access links and passwords
  • Treat a virtual interview the same as you would a traditional interview and focus on the experience being a true representation of your employer brand
  • Ask the same questions that you would if the candidate were sitting right in front of you
  • Be aware that many candidates can be nervous appearing on video so initially take time to build rapport and help the candidate relax. Others will have ‘cheat sheets’ off camera to help them answer questions
  • Make sure you have a plan B! Things do go wrong with technology so a phone number to hand is always a good thing so you can speak over the phone until the technology is back up

Photo by Valeriia Miller