Three tips for remote recruiting

In the post-pandemic world, remote working has become a way of life.

And for employers seeking to expand their team, it has also opened new opportunities for companies to source talent. Organisations who have embraced remote working structures and are no longer limited by location have access to a wider hiring pool than ever before, and a remote hiring process could be just what you need to tap into that.

So if you’re looking to make the most of the virtual work environment for your next recruitment mission, these are just a few tips to help you find the right candidate to join your team.

1. Face-to-

face is still best

In the early stages of your interview process, it’s often more practical for initial conversations with candidates to take place virtually rather than in-person.

But even in these instances, face-to-face interaction – or at least, a simulation of it – is often better for yourself and the candidate than a phone call.

With a video interview via platforms like Microsoft Teams, you’ll gain a much more encompassing sense of who the candidate is and how they express themselves. Verbal communication comprises only 10% of what we interpret in any interaction, and the rest is communicated through cues such as body language and facial expressions – how someone behaves during a silence can tell you just as much about them as what they say afterwards.

Video calling formats can also be useful for putting the candidate at ease, as they’re also able to gain visual feedback from you as an interviewer.

2. Utilise tools for streamlining

Time is of the essence, and frequently the most time-consuming element of any recruitment process is sifting through those initial applicants.

AI-operated talent acquisition programme Oleeo can help root out the candidates with the most relevant skills to make this part of the process as painless as possible. By establishing a minimum criteria of qualification and experience, you can select all candidates who meet the bar you set and filter out those who may not be the right fit – a significant time saver for businesses receiving a large number of applicants.

3. Have candidates complete a work assignment

Once you’ve selected a shortlist of potential candidates you’d like to progress to interview, you should have an established process in place to test their capabilities.

This may involve an initial task which the candidate returns to you, or one which they carry out during their interview.

While remote working can be convenient, it can make it slightly harder to gauge a candidate’s genuine capabilities as well as their ability to articulate themselves – this is the case in any recruitment process.

A work assignment is a candidate’s chance to prove what they’re capable of, and gain a better understanding of your company, the role they’re applying for and what they can expect when working with you.

Looking to harness the world of remote working for your next recruitment operation? These are just a few tips to perfect the process and help you find the right candidate – wherever they may be.