Remote recruitment – that is, hiring new staff through virtual methods rather than purely based on face-to-face interviews and interactions – was on the rise prior to 2020 but, rather unsurprisingly, this year has pushed its popularity even further.
Remote recruitment, rather than just focusing on the talent pool in the immediate local geographic area who are available to attend a physical workplace premises for interview, allows businesses to attract new staff from all over the world with new skills, experiences and qualifications. At present, remote recruitment is used primarily due to coronavirus restrictions and the inability to physically meet, but as more companies attempt it, the benefits are quickly being realised.
However, every business has, at some point, hired the wrong person for the job; and it’s not unrealistic to assume that this could happen more easily remotely than it could in person. After all, there’s certainly no replacement for first impressions, human gut feeling and personal instincts. But remote recruitment can be managed effectively by following these three top tips:
Keep Job Adverts Clear
When meeting at traditional job interviews, any questions or inconsistencies in job adverts and descriptions can be discussed and quickly clarified. However, in order to best attract the largest and most relevant pool of talent, instead, adverts should be concise and free of hyperbole. Duties should be mapped out clearly and areas of responsibilities made clear-cut – as issues or misunderstandings may not rectified as quickly as they would in a physical work environment.
Easy-to-understand and well-written job adverts can also encourage positive SEO (Search Engine Optimisation), making vacancies more easily found by those looking.
Discuss Corporate Culture as much as Conditions
Hiring mistakes are often made as a result of picking the right person technically for the job, but not for the company. The way of working can be just as important as the method of working; and even if the new employee is intended to work remotely permanently, they will still need to be able to collaborate coherently and build positive strategic rapport with other staff.
Involving other team members in the remote recruitment process can help improve assessment and insight into candidates, as well as to highlight early on whether they could actually effectively work together.
Onboarding a new recruit who isn’t able to interact with you in a ‘water cooler’ type scenario requires some creativity. Ensure all tech and equipment requirements are in place and working perfectly, and check in regularly. Lots of communication through online meetings, chats and messages can help encourage clear comms channels early on and performance management and review can keep help all to the right path.
Consider sending out packages to staff for out-of-hours drinks and social sessions, or getting the team involved in virtual games or quizzes to nurture the informal office culture that is present in offices and workplaces. Think different and continue to reward – new hires will quickly appreciate their contribution and continue to work hard if acknowledged sooner than expected.