Recruit Talent Virtually: Strategies to Safely Grow Your Company

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Emily Martin, Corporate Recruiter.

Virtual recruitment has been on the horizon for some time now. However, it wasn’t until COVID-19 hit us at the end of 2019 that companies started fully embracing it. Today, many companies are comfortable with hiring and working with employees without ever seeing them face to face.

Considering the current circumstances, virtual recruitment isn’t going anywhere soon. To keep you updated on the latest virtual recruitment strategies that could help you streamline your next hire, and ultimately grow your business, here’s a quick strategic guide for you.

Stick to your basics

The basic foundation for recruitment remains the same; no matter if you’re hiring physically or virtually. The key is to keep your company’s primary recruitment philosophy in mind while approaching virtual recruitment.

Put out your job recruitments, interview the candidates, have more personal conversations with shortlisted candidates — all while keeping in line with what your company’s recruitment philosophy is. Remember, you’re only changing the way you’re hiring, not your company’s recruitment culture.

Prepare a remote working environment

Before you can hire anyone to perform a task remotely, you need to make sure you have the necessary prerequisites to conduct business virtually. The notion of hiring someone and depending on their services without having a face-to-face meeting with them could be daunting. However, keep in mind that the majority of companies have already embraced remote work, and the results are vastly positive.

First things first; make sure the necessary pieces of software are set up on all your company computers. Any required software subscriptions must be taken care of, beforehand. Develop a solid 1-day, 1-week, and 3-week schedule for the new talent you’re onboarding. It makes sure you’re not caught up in the new working environment and necessary tasks are delayed.

Get comfortable with phone and video interviews

Many companies are already well-versed in the art of phone and video interviews. However, some have still not shifted their perceptions. If your company is one of them, you can start by phone interviews as they’re less intrusive than video interviews. However, keep in mind that phone interviews are a temporary resort, not a permanent solution.

According to experts, video interviews are even better than in-office ones as they let you know your candidates before you even ask them about their competencies. As they’re joining them from their home environment instead of confined office space, you can learn a lot about them from their backgrounds. A prop on their desk, or an artwork hanging on the wall behind them, could start a conversation about the culture they embrace, and the culture your company follows.

Simply said, video interviews let you know your candidates on a more personal level.

Video conferring software also lets you record the interviews. This feature grants you the ability to save the conducted interview so your colleagues who couldn’t join the interview can watch the recorded video later on.

Pay attention to legal considerations

Virtual interviews could result in the same legal issues as traditional interviews would. However, video interviews have a digital footprint that’s more likely to get you in trouble. Your interviews must not violate any EEOC (Equal Employment Opportunity Commission) guideline. Simply put, your interviews must not discriminate against candidates based on their characteristics like race, color, religion, national origin, and others.

Make sure your HR staff comprises trained professionals who’re well-aware of the criticality of these issues, especially in a digital environment.

Utilize PEO services

PEOs are professional organizations that can take the responsibilities of your HR department. When you’re stepping across the borders and trying to expand your business in other countries, companies like NHGlobal Partners outsource payroll services that can come in handy as part of your international expansion strategy. A global PEO can manage your HR virtually, across the border, and let you efficiently expand your business.

Final word

Virtual recruitment is the go-to method of hiring new talent in the post-2020 era. Companies rely on virtually hiring remote workers and conducting their business activity through a digital network. When your company embraces the new digital norms and steps on the bandwagon of digital recruitment, this handy guide will streamline the entire transition process.

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