The key to maintaining a successful track record of a business is to keep developing and upgrading its workforce as and when needed. We understand that the current pandemic does not make recruitment as easy as it used to be, but that cannot be a reason to stop hiring. Your service and products’ efficiency depends on your employees’ productivity, and thus you get no scope to compromise with your teams and work culture. Remember, a company’s success depends on the collection of its employees, finding the right talent, and building the right team.
Thus, with the changing work culture, you need to focus on the required changes in your recruitment system so that you can keep scaling it up. Organizations need to reconsider how they meet new talent, connect with them, the recruitment process, and even the onboard strategy. You will need to come up with ideas that allow your business to continue to grow even remotely. In a situation where you cannot use your physical space and your team’s charisma to find the best employee, you need to be more strategic to offer the best experience to potential employees. With almost every company mandating work from home and remote work culture, you need to adjust to the new normal and excel in it. Thus, here are a few tips that will help improve your recruitment process remotely:
Describe the job role
To ensure that you are hiring suitable candidates through your virtual hiring process, you need to keep everything transparent. The very first information a candidate looks for is the job description. Thus, it would help if you wrote down the accurate job description so that candidates fully understand the role when they interview.
If needed, you can also draft the quarterly job description of every candidate. This allows the candidate to analyze if they would be comfortable with the role in the long run. Since you do not get a chance to meet the candidate and explain the job description, you need to write it down as descriptively as possible. Thus, ensure that the job description gives an accurate idea of the responsibilities and qualifications required to fill a job profile successfully.
Evaluate using the candidate scorecard
The hiring process of an organization does not depend on the opinion of one person. Every member from different teams who are related to the recruitment must be on the same page. But the physical distance caused by the current pandemic has made this a challenging task.
To bridge this gap virtually, you can create a scorecard specific to the recruiter’s role, and the hiring manager. This gives the entire recruitment structure a standard system to evaluate candidates for an unbiased interview experience. Moreover, evaluating your candidates using a scorecard will ensure that the hiring team quickly identifies strong potential candidates in a more precise and meaningful way.
Define the interview process
It takes a lot of time and energy for both the candidate and the recruiting team while interviewing for a new role. Therefore, you need to create a clear picture of the interview process from day one to the final recruitment. Your interview process might consist of several phone calls, Zoom calls, presentations, and other modes of conversation. To make sure the candidates know how much time they need to commit even before taking the first step. This demonstrates that you appreciate the time of your candidates.
Update the onboarding process
As your company’s recruitment system evolves, so do the onboarding processes and regulations. Thus, ensure that everything related to the new onboarding process, including employee handbooks, benefits information, policies, and procedures, is updated according to the new terms and conditions.
Having a clearly defined onboarding process will help you keep your hiring process streamlined and can be easily modified as and when needed. As the number of candidates increases, maintaining a record of their details will become challenging without a standardized onboarding process.
Create leadership principles
To identify if a candidate can address company objectives, you need to create leadership principles and check them with the interviewer’s feedback. If you think the candidate can illustrate these principles in their professional life, then you might want to go for that person. With your team not being able to be around the candidate, you must have a strong belief in what you follow and make your team work on that. This keeps the company’s expectations from their employees transparent and helps new employees streamline their work.
With global financial growth almost at a halt, work-from-home is the only option to keep your business up and running. But suppose you look at the brighter side by turning your work system from a location-based job to a remote one using this current opportunity. In that case, you are preparing your employees and business culture for the upcoming disruption in the employee working module. Gaining high employee productivity with a remote work culture takes discipline, planning, and genuine commitment. Thus start gearing yourself up for the new normal in recruitment.
Sootra Consulting can help you hire an expert team of certified professionals – drop us a “Hi” at support@sootraconsulting.com and let’s start talking!
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