Effective Remote Recruitment Tips for Your Organization

Despite the popularity that distance working has gained in North America in recent years, very few companies have fully enabled remote recruiting.

It's interesting to think about how we started to scale the idea of distance working to the point where distance workers save money and possibly even save the environment, but we didn't scale the idea of remote recruiting. Sure, you could hire someone from a different city or geographical area, and much of the process can take place online - although at some point you'd like all the top candidates that are not on the market to fly in and meet your team in person.

But all that has changed with the new normality. Because of the need for social detachment, most recruitment processes will for some time be completely remote, fully digital and fully-featured. (We now also realize that many companies will not hire in an economically uncertain time. But other business models, such as Amazon, are hiring by the thousands)

But what exactly does this new standard of effective, consistent remote recruitment look like? Let us divide this into five key tips.

Rethink job promotion platforms

This question has long had "the big names" from LinkedIn, job boards like Indeed, niche sites like GitHub and more. It seems like every day a new potential platform is debuting. While it's good that you can reach candidates in thousands of different ways, it can also lead to a massive overload of choices. We actually know of a recruiting team in Cincinnati that "gave in" and posted on every single forum and channel they could find. They received more than 2,000 applications - yes, two thousand - for some positions, but usually more than 80% of the candidates did not qualify immediately. So the high volume seems to be good in some ways at first - many options! - it can also become quite quickly time-consuming and not very valuable.

One way to find a platform mix is to talk to your employees, especially those in similar roles for whom you need to hire. Where do they hang out online? On which websites would they look for a job? And, do they know people they've worked with before and who might be interested?

If you want to create both brand awareness and a mix of quality candidates, focus on the big names first: LinkedIn fact, GitHub, Instagram and Facebook. The latter two are more about showing how cool your culture is - in this particular moment, show Zoom Happy Hours and whatnot to give candidates the impression that teamwork still exists despite the lack of personal connection.

Re-evaluate the interview process and length

You may want to invest more in the front end of the process, where you and the recruiter work together in a few meetings to really define the role and the needs, provided it is not a high-volume recruitment role (e.g. Amazon). More about the relationship between the hiring manager and the manager in a second.

If these are high-volume hiring roles designed to help people during the pandemic, consider shortening the length of the interview process if possible. Given the current job market, you are likely to be very interested in your immediate entry positions, so use existing technology to prioritize your time for high-value tasks.

Rethinking the length of your interview process does not necessarily mean shortening it - find a time frame that provides the same number of opportunities to accurately evaluate candidates.

Use of leverage technology before the interview

This is a very chaotic time. We want to ensure that recruiters and talent acquisition teams use their team wisely and are not overwhelmed with less valuable tasks.

Think about how much time it takes to screen 1,000 candidates, conduct virtual interviews and adapt to the current new normality. Tech can take some of this administrative work off your hands so that your recruitment speed improves without sacrificing quality, giving recruiters more time to focus on the top candidates - and TA executives the business metrics (time to hire, quality of recruitment, total cost) to demonstrate recruitment efficiency.

Using our AI screening functionality can help you understand the levels of candidates ("A" to "F") and provide you with the background and context of your pool. The technician can effectively analyze the resumes.

This saves you time - and is more efficient - before you start the actual process of interviewing candidates.

Master the technological tools during the interview

This is where some of the standard tips come into play:

• Test your audio beforehand
• Test your video first
• Give the candidates a few minutes grace period if they have problems with the login
• Be aware of the bias. It's a completely different experience to see someone on Skype than seeing someone sitting in front of them. A hand movement or comment or facial gesture can be perceived differently in each case. Be aware that you may be a little biased, and that doesn't necessarily mean that you're a bad candidate. We are all prejudiced sometimes.

If candidates have a lot of questions about the technique you use and the connection just before the interview and the amount of questions they have to answer individually becomes overwhelming, this is a good potential case for a chatbot.

Overall, you should be aware that a remote, video-controlled recruitment process may not be commonplace for you. But the overall process of the video process is probably common in your daily life. You have FaceTimed with friends, right? And although the growth of the video interview market has slowed in recent years, it has been booming from around 2010 to 2016. Many companies have embraced this process.

As the talent acquisition leader responsible for successful remote recruitment, you need to make sure that these practices take place at the recruitment level - because all of this has an impact on your core metrics and your employer brand overall

Prioritising the relationship between recruitment managers

This is crucial at all times, but it is particularly important in a time of crisis when elements of the business could be called into question and the long-term effects are not yet foreseeable. Unfortunately, the relationship between managers and recruiters can be flawed in many ways.

What you are aiming at here is something like "collaborative recruiting". This means that you involve both (a) the hiring manager and (b) the existing team. After all, the team will be the future teammates of those you choose - so they must also have the opportunity to get involved. (They will also have a better understanding of what the day-to-day work is like).

This requires a lot of preparation. You will need to work with the hiring manager (and perhaps select team members to continue the role):

• Qualifications required
• Nice-to-have qualifications
• Wage range min/max
• WFH/remote working options after COVID-19 decays
• Effective characteristics of former employees in this role or team
• The culture of the team
• Major current projects
• Major upcoming projects
  

Well, a personnel manager is usually busy. It is difficult to get all the information you need from him, even in 2-3 sessions. Therefore it can be helpful to involve the larger team. The more information you have, the better you can (with the help of Ideal) proceed and check in a targeted manner.

The Conclusion

As with most concepts within recruitment and TA today, a healthy mix of good process, good communication and good technology can lead to completely remote recruitment practices. This is not easy and can be very different from what you are used to, but if you need help, please feel free to contact us. We have helped hundreds of companies make some of their recruitment processes more efficient and we would be happy to help you too.

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