Recruitment During COVID-19: How to Hire Remote  

COVID-19 has disrupted the way workplaces function, and recruitment is currently frozen in some companies. Although some major companies have taken the initiative to expand their businesses, others have frozen their recruitment efforts. In general, all the businesses are faced with some of the recruitment challenges related to COVID-19. On the other hand, some companies are focusing on improving their employee engagement initiatives. 

When recruiting remote employees, standard recruitment strategies such as in-person interviews and lengthy hiring cycles are not going to apply. On the contrary, talent acquisition done in that manner may even cost you the best talent in your industry.  

In this article, you will find out how to prepare effective remote recruitment procedures as well as conduct interviews over digital medium efficiently. That way, you will find the talents your business needs. 

➡️ First, look at how to take care of your employees during pandemic and send them these instructional COVID-19 emails. 

5 Crucial Remote Recruitment Steps 

Recruitment over digital HR platforms will allow your business to obtain top talent even with restrictions across the country. You will be able to connect in real time with candidates, all the while ensuring their and your team’s safety. 

Keeping the high recruitment standards is important because your employees’ experience begins with their recruitment process. First impressions matter! 

But how do you ensure results from a virtual talent acquisition strategy? 

1. Check the integrity of your technology 

Make sure that technology you need, like computer and camera, will work properly. You want to avoid disrupting your recruitment processes, and especially if you are conducting an interview. 

2. Ensure the proper recruitment software 

There is many recruitment automation tools that allow you able to track the right candidates efficiently. You are probably using some of these already, and they are both saving your time as a recruiter and giving the candidate a good experience. 

Furthermore, interviewing remotely means you should always have access to reliable video conferencing software. Explore other software that could enhance not just your remote interviewing process but also your entire application system.  

Recruitment automation and applicant tracking systems allow you to follow up on your applicants seamlessly, streamlining and speeding up your talent acquisition. 

3. Change your recruitment criteria 

The pandemic has brought on unusual challenges for employee success and business processes, and talent acquisition is no exception. Aside from seeking candidates with the technical skill and experience to get the job done, you’ll need to look for talents who are resilient in this kind of crisis. Employees who can cope and engage will be better equipped to perform in a business-as-usual scenario.  

➡️ Find out what are some other benefits of employee engagement. 

4. Become active on social media 

During this crisis, people are turning to social media to share information about the virus while maintaining social distancing measures. You should leverage this huge boost in traffic on social media platforms by posting job announcements through your accounts. These types of posts make it easier for people to apply for the position but also strengthens your business’s online presence. 

Also, encourage your employees to share your open positions as referrals are the best sources of new hires. However, don’t forget to recognize and reward your employees for doing so.  

5. Communicate properly in all the recruitment stages 

Ensure that you’re ready to communicate with applicants through every stage of your hiring process.  Aside from sending emails during the initial steps, don’t forget to give them updates during the consideration process. Prepare messages announcing potential delays and use automated recruitment systems to keep track of your applicants after their interviews. 

➡️ Here are some tips on how to excel in your workplace communication during COVID-19. 

Video Interviewing Tips 

While your preparing your remote talent acquisition strategy, focus on optimizing your remote interviewing process. The COVID-19 crisis could potentially last for months and established social distancing measures will be upheld or even intensified as the situation continues.  

Your interview process must take this into account. Conducting these interviews online is one way of adjusting to the crisis, but you want to tweak your entire process to screen for qualified employees. 

Establish a professional recruitment interview setting 

Before you turn on your computer camera, make sure you’re situated in a professional setting. This will establish that you’re taking your applicants seriously and evoke the full gravitas of your business.  

If you have a home office, make sure that its free of clutter and other distractions and noise. Otherwise, find a pristine corner of your house and fix it up. Your talent acquisition efforts must still reflect your company. 

Customize your questions 

Review your usual recruitment questionnaire and make changes to accommodate the special circumstances of working remote. These considerations include your candidates’ ability to perform consistently or their capability of logging in to work at a specified time. 

Furthermore, can your candidates collaborate effectively with their team members on a purely digital medium? Go over each of your interview points and make sure they’re aligned with the new realities imposed by the health crisis. 

➡️ Also, take a look at how companies are taking care of their employees during COVID-19. 

Allot enough time for interviews 

Make sure there’s enough room in your schedule to accommodate emergencies and other disturbances. Unlike regular interviews, neither you nor the applicant is in a controlled environment. 

Sudden power outages, unstable internet connections, and similar unforeseen circumstances may drag out the interview and hurt your candidate’s experience. You should also allot time after each of your questions to wait if your applicant is truly finished speaking. 

Consider the recruitment candidates’ fit in the future 

Unless you’re actively recruiting new personnel solely for the duration of the emergency, you should also consider whether applicants will be a good fit for the company once the crisis is over. What’s their personality like? Are they perfect just for online interactions but abrasive in person? Do they live too far away from your headquarters to continue when they’re no longer required to work from home? Broach all these topics with your candidates and determine if they have a future working for your business post-COVID-19. 

Recruitment After COVID-19: Future Outlook 

The scale of the global health crisis is unprecedented in recent memory. The pandemic has ravaged entire communities and continues to threaten both employees and employers. 

However, just as countries and households have adapted to survive and thrive even in these challenging times, so should your company. Arming your company with the right mindset and the best recruitment tools available helps your business keep the economy functional through this crisis. 

Even though your focus may be on improving employee experience during these times, we shouldn’t forget about building strong relationships with our candidates. 

Make sure that in your talent acquisition efforts can continue to thrive even after this crisis. If this is your first experience with online recruitment, remember that remote work was growing more popular even before COVID-19. Therefore, recruitment software and video conferencing software will become a part of standard recruitment procedure in the future. 

Itamar Gero