These days, companies are relying on remote recruiting more than ever. Were job interviews via platforms such as Skype, Google Hangouts, MS Teams or Slack so far they have tended to be stopgap solutions, but they are now becoming more and more the standard.
In this article, you will find out which types of remote recruiting there are and what you should consider for the long-term successful implementation of remote recruiting in your company.
Remote recruiting: 5 tips for long-term success
In recruiting, too, the switch from analog to digital can be a major hurdle that affects companies and employees alike. In the following, we provide you with 5 tips that you should always keep in mind if you want to use remote recruiting successfully for your company.
1. Working strategically
The switch from analog to digital should be well-thought-out and not based on a gut decision. Accurately analyze all process steps to be digitized. This is the best way for you to decide how the individual steps are digitized (software, infrastructure, etc.). Another very important point is the internal and external communication regarding the digitization project. Applicants must be informed about the digital recruiting/application process, just like internal employees, because a digital transformation can only be successful if all parties concerned are informed and cooperate.
2. The right software
In a digital transformation, the software that is to be used plays a crucial role. In the case of recruiting, it is particularly important to ensure that not only the application/recruiting process can be mapped by the software, but also the internal processes that affect communication between HR staff.
SPECTRUM Tip: As Recruiting and qualification specialist we have already tested various software available on the market. If you don’t want to or can’t develop your own individual software, you have to reckon with the fact that the first choice after extensive use may not be perfect after all. However, a change is quite feasible – albeit with some effort. The main thing is that you start going digital.
3. Think big
The digital expertise of all HR employees is required for the digital transformation of recruiting and personnel marketing processes. Digitization has not only affected the labor market, but also the job search significantly changed. It is therefore particularly important for companies to know which channels and platforms (Xing, LinkedIn, Facebook, TikTok, etc.) potential applicants and job applicants can be reached and, above all, how these platforms and channels work.
4. Consider the candidate journey
The digitization of processes should ultimately lead to these processes becoming easier for everyone involved. In recruiting, this means: the simpler the processes, the lower the chance that a job applicant will drop out at the beginning of the candidate journey. But caution is also required here, because just because a process is digital does not automatically mean that it is also easy for job prospects or applicants. Absolute no-gos in the digital application process are, for example: long loading times, upload restrictions, complex registration procedures over several pages or the download of certain software as a prerequisite for the job interview.
5. Good preparation and technical know-how
Just like an analog job interview, a digital video interview be prepared of course. With the digital preparation, however, there is also the fact that the technology should also function smoothly. Deficits in the digital competence of HR employees should be remedied, if necessary, through training and further education. If a company wants to go digital in search of new employees, it should not fail due to the technology or technically inexperienced employees. During the interview, a job prospect immediately notices whether a breakdown is of a technical nature or whether it is caused by the incompetence of the interviewer.
SPECTRUM Insight: Not all of your employees have the required digital skills? We support you in your further development. Within our Upskilling Services, Let’s first analyze the existing skills. We then work out an individual qualification plan with you and implement it with our experienced trainers. This is how you can step into the digital future strengthened together.
Remote recruiting: 3 options for successful implementation
There are numerous options for the digital design of external corporate communication. We highlight 3 different forms of digital job interviews that are often used to communicate with interested parties and applicants be used.
1. The video pitch
With the video pitch, the applicant sends a short, self-made video to the recruiter. In this video, the candidate introduces himself and can express his motivation for the position in question. The video pitch does not replace the classic CV, but it can certainly add a personal touch to the applicant.
- First impression regardless of work experience
- Soft skills are in the foreground
- Early insight into the personality of the candidate
- Little information about the technical skills
2. The time-delayed interview
The time-delayed interview impresses with its independence of place and time. Questions are sent in writing or by video. The candidate answers these questions in a video response and sends it back to the recruiting team.
- Multiple candidates can be screened in a short time
- High flexibility in everyday recruiting
- No problems with different time zones
- The interpersonal component is missing
- Character of the candidate is difficult to assess (lack of spontaneity)
3. The live interview
The live interview is the classic form of digital interview in the context of the remote recruiting approach. The interview is conducted in real time via a digital communication platform and is therefore most similar to the analogue job interview.
- Spontaneous exchange and natural dialogue
- Practical tasks and case studies can be carried out
- Personal impressions, almost like a face-to-face interview
- Different time zones can be a challenge
Which type of video interview you ultimately use in your company depends very much on your individual recruiting situation. However, it is becoming clear that video interviews can be an efficient alternative to classic interview methods and that the most valid decisions can be made on their basis.
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