If there’s anything recruiters can learn from Covid-19, it’s the benefits of remote recruiting. After all, remote working is no longer the exception; suddenly, everyone is doing it. And while many organisations have postponed recruitment drives, many others are still hiring. It’s just that, now, the only way to do that is through remote recruiting. When this is all over, we can expect to see these trends remaining in place. More people will be remote working than ever before, and more businesses will be investing in virtual recruitment, as they see the benefits that can be gained.
Making the most of remote recruiting
Recruiters are already reinventing the way they work. We’re seeing that in every sector. But it shouldn’t be a case of doing online recruiting, because you can’t do it any other way. There are huge advantages to be gained if you adapt your recruitment processes in order to get the most from virtual recruitment. Here are a few ways you can do that:
Create targeted job ads – Online recruiting still means advertising on job boards. Here, it’s more important than ever to write your ad in a way that targets the best candidates. Write a detailed job description with keywords and phrases that target the candidates you’re looking for, so search engines drive more of the most suitable candidates to your job advertisement.
Adapt your hiring process – Employing the same old recruitment processes won’t deliver the results you’re looking for. Adapt your processes for online recruiting. Look at how you need to adjust the stages of your recruitment funnel. Identify which steps need to change and who is responsible for each step of the process. If you aren’t already doing so, find an Applicant Tracking System (ATS) that meets the needs of your business.
Shortlisting – Screening CVs and candidates is one of the most time-consuming stages of in recruitment, but there is technology out there that can help. Firstly, define your ‘must-have’ and ‘desirable’ criteria for each job you advertise with the person responsible for that section of the business. A scorecard system can help here. To further screen out candidates, use video conferencing tools and pre-employment assessments to test cognitive abilities and technical skills. Consider a work assignment, but don’t make it so daunting that it puts candidates off.
Video interviewing – There are a lot of video conferencing tools out there to help with interviewing. Find one that suits your business needs best and make sure interviewing staff can use it and are also trained in the best techniques for online interviewing.
Keep candidates engaged – Create a great candidate experience. Follow up with candidates and respond as soon as possible if they contact you with a query. Even if they’re not right for this vacancy, they might be the ideal candidate for the next one. So don’t put them off. A Candidate Relationship Management (CRM) tool can be useful here for automating the entire process.
Data privacy – Ensuring confidentiality and protecting data is vital, if you don’t want to fall foul of privacy legislation. Get the right advice and make sure you have a system in place to ensure compliance.
In order to gain the full benefits of online recruitment, companies must adapt their recruitment strategies to the new reality of remote recruiting. Those that invest in virtual recruitment now are the ones that will do best when the current crisis is over.
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