nijobfinder Business Manager, Peter McMonagle shares his advice on recruiting during the Covid-19 pandemic and when working remotely.
Advice on recruiting during a pandemic and when working remotely
The Covid-19 pandemic has presented many challenges for businesses, not least of all when it comes to recruitment.
Many companies have found themselves having to adapt, restructure and expand their workforce within a relatively short space of time and with limited means. In addition to helping existing employees settle into an environment of remote working, lockdowns and government restrictions have meant there are logistical issues when it comes to recruiting new staff.
Traditional, tried and tested recruitment methods have had to be quickly replaced with virtual alternatives as strict social distancing and travel rules have made it difficult to interview in person.
While the benefits of face-to-face interviews have long been obvious, advancements in technology mean that remote recruitment can be easier, and more fruitful, than you may initially think.
Whether you are currently hiring or not now is the time to get a remote recruitment strategy in place. Examine your existing processes and see what can be adapted to a virtual model and what modifications may need to be made.
Video interviews are typically quicker than in person meetings so you may be able to screen more candidates for a role without taking too much time out of your busy schedule. Alternatively you may decide that a more efficient method may be to introduce telephone screening before shortlisting suitable candidates for video interview.
There is a risk that that a new employee may be hired virtually only to find that their new workplace environment isn’t suited to them so transparency about office policies, culture and expectations is imperative from the get go. You might want to consider adding an online assessment or psychometric test to your current recruitment strategy in order to better gauge a personality fit.
While the ‘new normal’ may seem anything but it’s worth remembering all the existing laws and legislation relating to recruitment and selection still apply and must be at the foundation of any employment process – whether virtual or not.
As with anything preparation is key and it doesn’t stop with an offer of acceptance. Finding the perfect candidate isn’t enough – you have to ensure you keep them. Be sympathetic to the fact that while starting a new job is never easy at the minute it’s harder than ever, particularly if they’re going to be working remotely.
Good communication is key so establish a person of contact that a new start can go to with any questions they may have to help make their onboarding process a smooth one. Consider introducing any new employees to the team via email and also video call if that’s part of the company communication process.
Virtual recruitment does bring with it some positives and some of these new processes may end up being permanent ones – such as initial telephone screening before an offer of interview. The virtual process also allows employers to closely document a candidate’s recruitment journey more formally and take a more consistent approach to hiring; while remote working has opened up a much wider talent pool for many companies to choose from.
Remember, virtual recruitment and remote working does not eradicate the human touch. Keeping candidates and new starts informed at every step of the way, offering feedback and clear targets will add the personal touch to the experience and help make the process more fulfilling for everyone involved.
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