The COVID-19 pandemic made traditional hiring approaches inappropriate, if not wholly impossible. As a result, companies often had to turn quickly to different methods, converting their usual process into a remote one.
Often, vetting candidates without getting together in-person is challenging. It may be harder to gauge culture fit, for example. Additionally, you can’t evaluate how the person interacts with a receptionist or any potential colleagues, as there aren’t any encounters.
However, that doesn’t mean you can’t hire successfully. If you are wondering how you can improve your processes and capture better results, here are four remote hiring tips that can help.
1. Create Instructions
Just as many companies had limited experience with remote interviewing when the COVID-19 pandemic made it the only option, the same can be said for candidates. Many professionals have only dabbled with online video conferencing, and they may not have used the same solution your company prefers at all.
Ideally, you want to make sure that candidates can present their best selves. One way to increase the odds of that happening is to create a set of instructions that can help them prepare for the experience.
Along with telling them how to download or access the client, including other helpful tips. Let them know how they can test their camera and microphone quality. Give them insights about perfecting the lighting in their interview space. Remind them to choose a quiet area that they can control.
These simple gestures improve the meeting for everyone. As a result, you’ll have an easier time evaluating the job seeker, and the candidate will have a better experience.
2. Adapt to a New Pace
Previously, not all candidates could come in for a short-notice interview. Arranging time away from the office or being able to take a phone call discretely was a common issue. At times, this led to process delays or having to bypass a candidate entirely because of the mismatch.
Today, many of those barriers aren’t an issue. Companies need to recognize this, ensuring they adjust the pace of their hiring process accordingly.
For example, make space for same- or next-day interviews. If you want to conduct quick screenings over the phone, be ready to handle that immediately if you call the candidate instead of emailing them, as they may have time right then.
Ultimately, this speeds everything up, which can be a positive. However, do recognize that not all candidates will move this quickly, so make more traditional timelines available as well.
3. Maintain Hiring Standards
Even if your hiring process is different, that doesn’t mean you should sacrifice new hire quality. Perform all of the standard vetting steps you usually would, tweaking your approach when necessary to fit the current paradigm.
Additionally, don’t just hire for today, but tomorrow as well. For example, while employees may not be communicating in-person now, they could be in the future. Make sure you find candidates that can thrive while working remotely but will also do well if there is a return to the office.
4. Showcase Your Culture
Culture fit is essential for hiring managers and candidates alike. Since this can be hard to assess during a remote interview, use other mechanisms to make it easier. Share links to your company’s social media pages. Create videos or slideshows showcasing the office. Get them in touch with their potential future teammates.
While adjusting to a remote process can be challenging, it is worth the effort. If you’d like to learn more about how you can be effective when hiring remotely, the team at The Advance Group can help. Contact us today.