An integral part of the hiring process revolves around technology, especially in the current climate. Virtual recruitment strategies are shifting so that it is no longer an obstacle when job applicants cannot attend an in-person meeting. Integrating virtual interview processes into the talent acquisition strategy greatly benefits employers by reducing time-to-hire, increasing interviewing efficiency, providing more positive candidate experiences and contributing to cost savings.
While these benefits are appealing to most hiring managers, the question stands – how is a remote hiring strategy implemented and what preparation is required for it to be executed successfully? Below we break down our tips to building out a top performing virtual hiring strategy:
Before the Interview: Conducting an Initial Screening
When it comes to virtual hiring, there is an increased need for a standardized online pre-interview process. This step allows for the talent acquisition team to reduce time spent on later interviews by gathering information about candidates not shared on a resume. Additionally, you gain an understanding of the candidate's communication skills. While this may appear to be a top candidate on paper, are they able to hold a conversation in person (or in this case, on the phone or over video interview)? It is also crucial to diligently keep track of the candidates that are being pre-screened. Forgetting to follow up or schedule the second video screening creates a negative interview experience for that candidate. Throughout the virtual hiring process, consistent communication is key.
If you're having problems recruiting remotely before the pre-interview stage, you may want to consider virtual recruiting events, like a virtual career fair, that could potentially attract a multitude of candidates and serve as screening for multiple at once. If you're struggling to find the right tech talent to keep your business moving, contact a recruiter like Motion for help.
Conducting the Interview
Video Interviews
As technology continues to advance, so does the amount of video interviewing resources. Many tech leaders are already remotely interviewing or are rapidly shifting towards the trend. Hiring decision makers realize a video conferencing hiring strategy expedites the overall process, enabling managers to capture candidate’s personality, communication, body language and culture fit without the inconveniences of needing to appear in person. Additional advantages include:
- Expanded Candidate Reach
Location and schedule of the candidate is no longer a burden. Not only is it easier to get it on your candidate's calendar, it's easier to overcome a lack of local talent or concerns about commute time with virtual interviews. - Expedited Hiring
Not meeting each candidate in person, but video interviewing instead, creates time for more candidate screenings in less time - especially with one-way video interviewing.
One-Way Video Interviews
One-way, recorded video interviews are another growing trend that provide a solution for those facing video scheduling obstacles, instead of battling to schedule interviews that fit everyone’s busy calendars. Talent acquisition teams can evaluate candidates on their own clock, while candidates already employed can eliminate the stress of trying to schedule interview time into their working day.
Collaborative Hiring Team Decisions
As a majority of hiring processes entail multiple team members, virtual interviews allow for collaboration across all stakeholders with access to all join the same virtual interview for evaluation. This step also increases overall candidate experience by eliminating the need for the candidate to participate in multiple, repetitive interviews with a panel video interview.
Looking to implement virtual interviewing into your hiring strategy but not sure where to start? We can help, connect with us here.
Making the Offer
Your virtual interviewing strategy has come to fruition and you have successfully found your newest team member. You're ready, but unsure what the best way to extend a remote job offer is in the current climate. Here are a few things to consider before you make the call:
- Who?
Who will the candidate be most receptive to? Have the majority of the conversations and video interviews been through the hiring manager? The talent specialist? HR? You want to choose the person who has built the best relationship with the candidate thus far, via video or phone. - How?
Once the offer has been delivered verbally, be sure to convey your excitement. This will solidify the verbal acceptance and next steps. Crafting an overview offer letter allows for most, if not all, details the candidate is looking for, easily accessible in writing. Important details to include: Title & Job Descriptions; Start date; Salary or Hourly rate plus bonuses; lastly, any necessary Legalities.
Concerned about your candidate might take a counteroffer? We have the resources you need to direct your candidate the right way.
Virtual Onboarding Process
Your candidate accepted! So you scored the top candidate, now what? It is now essential that the virtual onboarding process is quick and efficient. While remote onboarding may not be traditional, it doesn’t have to be impossible - or ignore your company's culture while remote hiring. Craft and follow a virtual onboarding checklist! Here are the top things to consider to achieve a positive onboarding experience while working from home, for all involved:
- e-sign, e-deliver, e-sealed?
Paperwork can be a headache no matter which route your onboarding strategy may take. Utilizing electronic signing software such as Docusign or HelloSign allow for a reliable and protected paperwork completion process. These software options also have progress tracking that ensures each required document is being viewed and completed. - Equipment
Coordinating the delivery of laptops and phones to remote employees can include a lot of pre-planning depending on each candidate’s location. While shipping equipment to arrive early is ideal, you specifically want to avoid a delayed arrival. Take advantage of trackable transit and delivery times to keep your new hire updated. Additional options include having your new team member log into a company equipment account (Amazon, Best Buy, etc.) and order their preferred equipment before the start date. - Out of sight, still top of mind
It’s crucial to set the expectation that every team meeting is mandatory whether remote or onsite. Video conference platforms are more accessible than ever for any team member. In order to combat a lack of team culture or morale from the absence of in person interactions, it is essential that you make it a priority to over-communicate at first.
Find ways to capitalize on interactive opportunities as a team and continually keep your remote employees engaged. Consider scheduling a remote team building event during the first two weeks of onboarding to build connection. Employees need to constantly be reminded there are always virtual doors open throughout their team. - Evaluate & Refine
Lastly, don’t be afraid to make small and even large changes to your onboarding strategy. Evaluate each process and collect feedback from your direct reports and from candidates who have experienced the process. Approach each difficulty with a solution and an open mind to increase each experience after the next.
Virtual recruitment and hiring strategies are continuing to evolve industry-wide. Now, hiring your progressive and top performing team doesn’t have to drain your entire calendar and energy meter. Utilizing the resources that are presented to us today may require an initial learning curve, however, these tips on virtual onboarding and hiring will help alleviate most of the growing pains.
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