How to recruit and onboard remote workers
Looking to fill a skills gap remotely? With Covid-19 and the official recommendation to remain working from home where possible looking likely to remain, many businesses are turning to remote recruitment and onboarding to remain operational.
Not only does remote onboarding and recruitment help to keep both current employers and potential candidates safe from Covid-19 transmission, but it also has a range of time and cost-saving benefits. This makes it an increasingly popular way to attract and engage staff.
However, there are a few pitfalls to be aware of before getting started with remote recruitment plans. Read on to discover why a hybrid approach often offers the best results for your business and delivers a candidate experience that’s memorable for all the right reasons.
Step 1: Pre-interview screening is more efficient
Recruiting remotely lends itself well to efficiently pre-screening candidates before deciding on your final interview list.
Given that some roles are in greater demand than others, you might find hundreds of applications need to be sifted through. If you have set pre-screening questions for candidates submitting a digital application, filtering out those who do not meet your criteria should be a quick and easy process.
Step 2: Less time wasted at interview
Using technology such as video calls to carry out interviews or inductions for remote workers is nothing new, but it has become much more commonplace. The good news for yourself and your candidates is that with no travel time required, the entire process is more efficient. A video interview means candidates are also in their own familiar space, which can mean they’re more relaxed and natural, allowing you to better gauge their suitability for the role.
One thing to remember here to ensure that your recruitment gets off on the right foot is that despite this slightly more informal approach, you still need to ensure that you adhere to all legalities when it comes to the interview itself.
From discrimination and unconscious bias to reading body language, having a recruitment wing person who can help guide you through the interview stage and safeguard your business from illegal questioning. To ensure that you really extract the most information, in a meaningful and compliant manner, consider having a recruitment professional sit in with you on the video call.
Step 3 The onboarding process can become more engaging
Once the recruitment process is complete and you’ve made your candidate selection, giving your new hire the best start to their new role is critical if you want them to get off to a flying start.
Your current induction policy will require a overhaul if your new employee will be working remotely for the foreseeable future, but that doesn’t mean that you can’t offer them a good introduction to your business digitally. In fact, it might actually allow you to be more creative and engaging.
From videos of your physical workspace, adding them to workgroup Whatsapps or even throwing them a Friday afternoon meet & greet event on Zoom so that they can meet their colleagues without leaving home, this is an important part of any recruitment process and can help your new hire settle in nicely. To go a step further, modern technology such as gamification and AI can even be harnessed to create a memorable, useful and informative onboarding process.