As a result of the emergence of COVID-19, many businesses have grudgingly shifted to virtual employment processes, including recruiting, interviewing, and onboarding. The need to adequately screen individuals when hiring remotely cannot be overstated. This is especially true in high-security settings where hiring employees without face-to-face interaction can create unique obstacles.
So how can you efficiently adapt a virtual hiring process and at the same time improve it to fit your company’s overall state? Devote considerable time in planning your next steps and be resourceful by employing these helpful tips and tools for virtual hiring:
1. Mix and match various Automated Assessments
With the aid of modern technology, it’s never been easier to use HR automation to help recruitment officers focus on more value-added tasks. From pre-recruitment HR automation assessments to interview process automation, multiple automated assessments are available.
A typical workflow might include Automated assessments on:
- IQ
- Personality
- Essay Questions
- Problem Solving Scenarios
- Video Introductions
2. Assessment workflow via Drip email
An email drip campaign is one in which a targeted prospect receives a succession of touchpoints (often emails) at regular intervals. The example of assessments above (See #1) can be automated via email using free or paid tools such as Mailchimp, Yousendit etc.
3. Mass Virtual interviews to save time
As some do not have the luxury of time, mass virtual interviews or pre-screening a given number of candidates at a given schedule is highly effective in saving everyone’s time. Aside from this you can also utilize the power of breakout or waiting rooms in some video recording applications/platforms such as zoom, webex, goto meetings etc.
4. Trial Periods
Some organizations prefer to conduct a “trial” period for prospective workers in order to find and hire the best of the best. This probationary period can provide both parties with a safe buffer during which they can try out the employment arrangement and ensure that it will work in the long run. Some trial periods which last for more than a week are typically paid–while some that last for only 24 hours (typically a challenge) need not be compensated.
5. Background checks
Comprehensive background checks are essential for any company’s operations. Background screening managed through an online platform run by background screening experts adds a safe layer of protection in getting the right fit candidate without spending so much on mis-hires.
The interview is the first impression a candidate makes before taking a new job. It’s where they get to showcase who they are, what they can do, and how well they will fit into the company culture. With the rise of online interviews, it has become increasingly difficult to make a great first impression. This is the reason why optimizing the interview process is a must for most companies in order to cost-effectively secure talent that will bring equity to a company’s operations in the long term.