Regi Publico 3m 860 #remote
The views of this article are the perspective of the author and may not be reflective of Confessions of the Professions.
The working world has drastically changed because of the global coronavirus pandemic. It has necessitated a wide range of reframed approaches–from finance, technology, and most importantly, human resource management. Aside from businesses tackling the new challenges from this period, people and general are also facing a whole new host of problems.
For HR personnel, recruitment staff, and headhunters, the new landscape has changed and talents are having changing behavior towards work in general. To make sure that your teams can still keep hold of the best prospects available, here are a few points on how to hire remote employees efficiently:
Before the pandemic, interviews are usually negotiated upon as an in-person activity. Now that most transactions are online, conversations are through emails and chat apps and interviews are held over Zoom and Google Meet video calls. By giving your candidate a range of interview schedules that work for both of you, you can save up on unnecessary follow-up emails and messages.
Not only does this simple practice save your recruitment personnel time and the need to keep track of every applicant, but it also shows that your company understands the new requirements for the so-called “new normal.” Through this, flexibility becomes associated with your company and helps you attract remote talent.
Both businesses and employees are having different timelines when it comes to adapting to the demands of remote work arrangements. More importantly, there are different solutions available to each of us. During the interview process, it is important to keep in mind. Being accessible and inclusive during the interview and onboarding process gives the new hires an idea of your company culture. By creating an impressive employee experience right from the start, not only do you improve their chances of staying with you but also help promote your company through word of mouth, thus attracting more talents.
A common mistake among certain recruiters is that they tell applicants that the use of so-and-so apps and solutions is required among their company, without offering assurance or training for people who are not familiar with them. As people are inherently resistant to change, not giving them an assurance that you’ll walk them through might influence their decision.
This one is actually for the recruiters. Say an interview is set for 3 in the afternoon, make sure that your HR team and other decision-makers involved in hiring the remote employee are given ample time to prepare for the interview and shift from their usual working mode to an interview mode. This is particularly important if these people are also working from home. By giving your side enough preparation time, the applicant will join the meeting facing a prepared panel–usually taken as a sign of high organizational standards.
Also, allowing your interviewing team to prepare time in advance allows them to test their microphones and webcams before starting the interview. This minimizes the risks of technical issues during the interview and the instances of people popping in and out of the call while an interview is ongoing.
If the position you’re hiring for involves a certain technical exam such as web designers and developers, writers, and graphic artists, skip the dated procedure of having to submit their portfolio by mail. In this time and age, proof of their work and their portfolio are all available in digital copies. Similarly, you can also expedite the prospecting process by using online testing tools from something as simple as online forms to customized platforms you can develop yourself.
One advantage it has is that it streamlines the pool of candidates by passing every one of them through a test. Then, your HR personnel need only contact those who made the cut.
Now that employees have tried what it looks and feels like working from home, a lot of them no longer want to return to the office. As an HR personnel, it is also important that most of these work-from-home workers now have other clients, jobs, or side gigs aside from the one they’re applying at for your company. As such, it is important to note that when negotiating the details of the job, it is important to clarify whether they can keep working remotely or if there are plans to go back to the office.
On the other hand, by allowing for permanent work from home arrangements, you can tap into a wider market and could even invite talents that would otherwise be impossible for you to acquire. This should be supported by employee management tools and practices that are optimized for in-office and remote workers alike.
With employee preferences changing in line with the new normal, recruiters and HR professionals should also be made aware of the new considerations and strategies that make the company more inviting. By being more considerate to the unique demands of working from home, you can put your company as being the friendlier option for remote workers–you open your team to talents you never thought possible.