There’s never a one-size-fits-all solution when it comes to running your business or recruiting new hires. Some companies choose to cast a wider net through virtual recruitment, while others may prefer the in-person approach. However virtual hiring provides a unique opportunity to know the person before you even get to know their competencies. For example, you might notice something on their desk or art hanging in the background that can spark a conversation related to the company’s culture and values. Virtual interviews also have the benefit of recording features so that other team members who aren’t in the meeting can review and share their feedback. Here are a few tips and best practices to help set you up for hiring success as you adapt to the new normal While remote interviewing, you won’t have the opportunity to create an in-person connection. To ensure that the candidate experience doesn’t suffer, over-communicate by sending updates at every stage of the evaluation process. This will make the candidates feel valued and appreciated and will ensure a good impression of your employer brand, no matter the hiring outcome. Another great advantage of in-person interviewing is that you can share first-hand the company’s culture and employees. To replicate this virtually, create a branded content package that candidates can review at their leisure to get a feel for the company’s culture and values. There’s a humongous opportunity to differentiate yourself as a recruiter by telling a compelling story, focusing on your company’s mission and vision and how that ties to the candidate’s values. .
Be every bit as professional and personable as you would be for an onsite interview. It’s important to signal to every candidate that the video interview they’re about to have is every bit as important and serious as an in-person interview would be. Once the interview starts, remember to smile. Make and sustain eye contact. Speak clearly. Nod when the candidate talks to show that you’re tracking. While you want to be as professional as you would be in any setting, also be forgiving of your candidate if life interrupts the interview. We have to be more compassionate and thoughtful in the virtual mode if there are kids around or noise in the background. Give the candidate time — Pause to ensure the candidate is done with their response, before moving onto the next question to account for time lags and lack of usual social cues. .
Gen Z job seekers appreciate tech savvy organizations. Recent data suggests they will not even apply for a job with an organization if they think its recruitment methods are outdated. Businesses looking for top talent, even during this pandemic, will need to assure their brand messages cutting edge technology and the use of latest tools in your hiring process. Whether pre-recorded or live, virtual interviews are highly interactive. Recruitment professionals can assess gestures, expressions, engagement and body language as easily online as in person, as can candidates. The handshake, which may become a thing of the past, may be the only loss in the process.
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