Virtual Hiring Best Practices
The pandemic has forced many companies to adopt work from home policies. The hiring process has also shifted from in-person practices to virtual methods. Thanks to technologies, it’s not as hard as you think to implement virtual recruitment strategies. Hiring managers are reconstructing hiring models amid this pandemic and adapting their current and potential virtual recruitment landscapes. The following are some best practices for hiring employers to succeed in the virtual hiring process.
- Network with candidates
Plan and start networking with potential employees before the role has opened with your company. Connecting with potential employees before hiring will allow you to have more time to communicate and get to know candidates. A thirty-minute interview is often not enough for hiring managers to make a hiring decision, especially during the pandemic, when most meetings have shifted online. You can set up virtual coffee chats with promising candidates, introduce them to your team and allow them to share insights. In this way, you can build relationships even before the actual interviews.
- Stick to your standards
Virtual meetings carry a sense of informality for many people. As a result, some hiring managers may lower the expectations and standards compared to physical interviews. Instead of making new standards and practices for virtual hiring, managers should implement the same measures of face-to-face interviews. Communication before, during, and after the interview holds an important position in providing great candidate experiences. Managers should show the same level of support as they show in physical meetings.
- Plan ahead
Although employers are getting more and more used to virtual meeting platforms such as Zoom, technical issues still happen. For employers, it is better to be prepared for these glitches. Once the technical problems occur, employers can resolve these issues by applying the knowledge acquired beforehand. Also, it is best to get the phone number before the interview so that the managers can still get in touch with the candidates in case of technical issues.
- Observe from the virtual interviews
Virtual interviews can be an excellent opportunity for employers to get to know the personalities of their candidates. By observing the surroundings and overall environment on the other side of the screen you can get to know your candidate’s character. For instance, the clean and organized desk show that the candidate has excellent organization skills.
- Think of legal considerations
Unlike in-person meetings, virtual meetings leave evidence of every move you made. As the manager, you should be extra careful to follow proper Human Resources Regulations to maintain a legal hiring practice. Your interview questions cannot discriminate on a candidate’s protected characters, including race, colour, sex, religion, national origin, age, disability, and genetic information. Employers must work with lawyers and human resource professionals to ensure lawful and appropriate interview techniques and practices.
Other resources and tips for virtual hiring best practices:
https://www.recruiter.com/i/virtual-hiring-is-here-to-stay-heres-how-to-get-it-right/
https://www.businessinsider.com/ways-recruiters-can-improve-remote-hiring-practices-2020-7
https://www.lucasgroup.com/your-career-intel/virtual-hiring-practices-land-talent/