The COVID-19 pandemic has changed life as we know it, and this includes hiring and recruiting. If your organization is looking to add new people to your team before the economy reopens, you may need to do so virtually. Here’s a brief how-to guide on implementing your new remote hiring process.
A Seven-Step Plan for Introducing Your New Remote Hiring Process
Step #1 – Clarify Your Interview Format
As with traditional in-person interviews, develop a plan. Ask questions such as:
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- Should we conduct remote interviews over the phone or through video conferencing?
- If we’re considering video conferencing, what platform should we use?
- Will we need to purchase any additional technology?
- If something doesn’t work, what’s our backup?
- How many people will participate in calls/meetings?
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Step #2 – Set Up and Test Your Technology
Before you conduct your first virtual interview, run several practice sessions. Of course, glitches happen, but try to identify AND correct as many potential issues as possible. After all, you don’t want to waste your team’s or the applicant’s time.
Step #3 – Explain the Process to Candidates
Your applicants need to know exactly what to do as well, so be sure to provide clear instructions. This may include information on necessary software downloads and/or equipment as well as login credentials. Also, tell candidates how many people will be on calls. Since they can’t walk into a room and see who’s there, they may think they are having a conversation with one person instead of five. This can be misleading.
Step #4 – Minimize Distractions
Although you may not have access to a traditional interview room, loud noises and excessive activity still will make it difficult to concentrate. Encourage everyone to find a quiet location, turn off computer/cell phone alerts and avoid cluttered backgrounds (or use blur/blank features).
Step #5 – Stick to a Script
Evaluating personality and culture fit is more difficult without the advantage of face-to-face interactions. Therefore, following a structured interview procedure is more important than ever. Asking everyone standardized questions will make it easier for you to compare candidates.
Step #6 – Consider Work Sample Tests
Even under the best of circumstances, traditional interviews only tell part of the story. On the other hand, work sample tests can give you a better idea of HOW your applicants will perform on the job. For example, you could ask programmers to code a simple app or a receptionist to take a mock phone call.
Step #7 – Answer, “What’s Next?”
Finally, let applicants know where they stand. Maybe you’re planning to follow up with on-site interviewers in the future? Or, maybe you’re hiring on an as-needed basis? Failing to communicate your agenda will leave your candidates confused, frustrated, and less likely to accept any eventual offers from your organization.
Are You Looking for Assistance with Your New Remote Hiring Process?
At BOS Staffing, we understand adjusting to a remote hiring process takes time. That’s why our recruiters are here to help. If your company is struggling to find qualified workers in the greater Atlanta area, give us a call! We’d be happy to find you the people you need.
