Distance Lends Enchantment For Hirers
While the pandemic continues to create chaos across many industries, the show must go on for a huge number of companies – and that includes recruitment. I’m not gonna lie, remote recruitment is not something that many employers or candidates look forward to This is testified to by horror stories, such as this one from Katrina, a software engineer who attended a remote interview in August 2020; ‘I joined the WebEx [interview] and waited for more than ten minutes past the scheduled time before the lead joined. When they arrived, they didn’t apologize for their tardiness or exchange any polite greetings. They also didn’t turn on their camera even though I was required to turn on mine which made the interview even more awkward.’
While remote hiring may be a country mile outside of your comfort zone, there are a few things that you can do to make the process run more smoothly:
After advertising a job, there’s a good chance that you’ll be inundated with responses. Its a really good idea to use a bit of kit to sort through these for you in order to produce your first shortlist. Tools like Jobvite can save you a huge amount of time and effort with this first stage. Datis Mohsenipour, marketing manager at HeyOrca, says, ‘Quite often, we find that a lot of candidates use the ‘throw your hat in the ring’ method – which means that you’re likely to receive a lot of responses from people who don’t have the relevant skills or experience. Recruitment software will save you the time and frustration of sieving through these irrelevant responses’.
Drilling deeper on the details
Once you have your final shortlist, get in touch by email with a full job description and details such as whether or not the role will continue to be remote post-pandemic and the type of communication that you expect from them should they be successful. This can be really helpful in further whittling down your list.
The dreaded video interview
Time lags, screen freeze and talking over one another can make the video interview an excruciating experience – but it doesn’t have to be. Nailing the video interview is all in the prep and, the following will help to make it plain sailing:
One really good way to streamline your video interview is to give candidates a heads up beforehand as to the kinds of questions that you plan to ask. Not only will this speed up your interview but the candidate will feel more at ease and will therefore appear more natural during the interview.
Check the tech
A lot of disastrous video interviews could have been avoided simply by following this step. Make sure that your tech is working properly and, organise a test call with the candidate 10 minutes before the actual interview. This will help to ensure that there are no problems and that the candidate knows how to use the system. Max Babych, CEO at SPDload.com says, ‘There’s nothing more frustrating for both employer and candidate than technical issues during an interview. I always run a test first to make sure that we can both see and hear one another’.
During the interview, be sure to use a signalling system – these are vital as they let you know when each person has finished speaking and, therefore, allow you to avoid those annoying moments when you’re talking over one another. Jacek Ptak, CEO at Krakow Direct says, ‘Most video call and conferencing systems have a signal feature which stops the employer and candidate from speaking across one another and, I find this absolutely essential in keeping an interview flowing without missing anything’.
If you’re planning to conduct a second interview, take some time to figure out if this is absolutely necessary (do you really want to go through all of the above again??) Instead, you might want to consider setting candidates a task to be performed on video and which they can then send to you. This not only saves a lot of time and hassle but it’ll give you a more practical idea of how well they will perform should you decide to hire them. Senior Associate at LV Bet, Andrew Martins, says, ‘While an interview is helpful in allowing you to get a feel for a candidate’s personality, I’m much more interested in being able to get a picture of their skill and expertise level. Because of this, I tend to set practical tests and hold job auditions rather than interviews’.
I won’t deny that remote hiring takes a bit of getting used to – and most people will encounter the odd bump in the road as they go. However, once you’ve embraced this new way of recruiting, you’ll find that it’s not just effective but will also save you and your candidates a huge amount of time and energy.