Adapting to a remote working set up is true not only for regular office tasks, but for the recruitment process as well. Here are some tips to consider for your remote recruitment strategy, from improving online initiatives to creating structured interview questions.
Amidst the ongoing health crisis, frontline companies are hiring new employees while others are in the process of integrating remote practices into their hiring systems, according to An article on Sifted. Follow these proven tips to ensure the best talent will spot your company instead of you searching through thousands of potential candidates.
1. Focus on your online presence
Remote recruiting places the importance firmly on having a strong online presence. After all, this will be how people find your company—and an eye-catching profile makes it easier to attract top talent. You can start by improving your employee branding, just like our writer and career coach Daniela McVicker has previously discussed. Employees can help you generate a lot of online traction, whether it’s by writing reviews on job sites like GlassDoor, or sharing company content on social media platforms like LinkedIn.
2. Have an SEO strategy in place
In line with boosting your online presence, it’s also worth improving your company’s SEO strategy. Marketing experts Ayima underscore the importance of SEO in ensuring your company stays at the top of the search results, while providing you with valuable insights into how effective your posts are. It is certainly not limited to retail companies and blogs, as it can be applied to your recruitment process too—especially with The Undercover Recruiter noting how 30% of all Google searches are job-related. Aside from helping you find talent for niche skills around the world, it can also build brand value and establish company credibility.
3. Allow technology to help you create a shortlist
Shortlisting candidates is one of the most time-consuming parts of a recruiter’s job. And if your listing has managed to attract a lot of attention, it’s going to take you days (if not weeks) to sort through all those résumés. Recruiter Rebecca Skilbeck encourages you to use AI-powered tools like XOR and PredictiveHire to help you process applications, so you can focus on engaging your shortlisted candidates instead. Plus, a machine is less biased when it comes to profiles, which can even the playing field for all applicants.
4. Conduct a structured interview
Video interviews are harder to conduct than you think. For one, their voice isn’t as clear as listening in person. Plus, it’s difficult to gauge someone’s facial expressions and body language online. Therefore, you’ll be basing your assessment on their interview answers more than anything else. This is why it’s ideal to practice your questions and prepare them beforehand. Having a set list of questions will not only guide your conversation, it will also allow you to freestyle and veer off as you see fit. Since this is an anxious time for everyone, structured interviews can go a long way in easing the process as well.
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5. Adopt collaborative hiring practices
You might think a candidate is the best fit for the job—but their potential coworkers may not feel the same way. Remote work is heavily dependent on one’s ability to collaborate, making team rapport an essential criteria in the hiring progress. Business experts on Medium suggest involving the team that is going to be directly working with the new hire in the deliberation. This can help you choose not only the most talented candidate for the position, but also the one who fits in the best.
Whether it’s finding new talent to make the remote transition more bearable, or recruiting for the sake of filling out an empty position, knowing how to recruit talent remotely will put your business miles ahead of the curve. Plus, once this turbulent time passes, remote recruiting is still something that can help you gain access to top talent who may be far from your physical location. So, nailing down this process as early as now can only be beneficial.
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