How can HR succeed at remote recruitment?
25 April 2022

How can HR succeed at remote recruitment?

HR can face many challenges when attracting, selecting, and onboarding new starters remotely, but here’s how online tools can make a difference

Author

Maryam Munir

Maryam Munir

Maryam Munir worked as a content marketing writer at Ciphr from 2019 to 2021.

Tags

Future of Work Recruitment and retention

Categories

HR can face many challenges when attracting, selecting, and onboarding new starters remotely, but here’s how online tools can make a difference

Due to the coronavirus outbreak, many organisations are having to halt recruitment or move their hiring processes online. As a result, Florence Carter, people director at Busuu, says “now is the time to invest in good HRIS tools that automate and cover as much of the recruitment and onboarding processes as possible.”

By investing in tools such as Ciphr iRecruit – an online recruitment solution – HR teams can do their job without interacting with candidates face-to-face, but what are the other hallmarks of good remote recruitment, and how can HR teams succeed at it?

1. Attracting talent through social media

LinkedIn, Facebook, Twitter, Glassdoor and even Instagram have all given job seekers far more visibility over their career options than they had before. As a result, this means organisations have to showcase their culture and employer brand on their social media channels to attract the talent they want, and to help potential candidates understand if they would be a good fit.

By posting open vacancies on social media channels, especially on LinkedIn – the platform of choice for both recruiters and candidates – organisations can attract talent and save on time and costs.

Katrina Collier, author of The Robot-Proof Recruiter, says: ‘By embracing all forms of social media and showing people what is going on in your organisation behind closed doors, you are giving people the opportunity to rule themselves in or out of the vacancy, which saves you time and money.”

To succeed at attracting talent through social media, HR should work with the marketing team to build or showcase the employer brand, which can be done by promoting a culture of excitement and flexibility through social media channels.

2. Conducting video interviews

Aliya Vigor-Robertson, co-founder of JourneyHR, says, “choosing the right applicant feels more important than ever in today’s current climate.

“Companies not only need to gauge how well a candidate fits into their culture and behaviours, but also have to make this assessment based on virtual interactions alone.”

HR can select the best candidate for the job without having to meet them face-to-face by carrying out pre-recorded video interviews or a live two-way interview via tools such as Skype or Zoom.

The longer-terms benefits of video interviews include creating a comfortable atmosphere for candidates, and a reduction in their carbon footprint by eliminating the need to travel. “You can also reach a wider network of people than those who are able to travel, allowing you to increase diversity and inclusion as a result,” adds Collier.

But managers will need HR’s support if video interviews are to be a success, cautions Carter. “It is important to train managers on how to run effective video interviews so that the interviews are as interactive and consistent as possible.” They also need to know what to do in the event of any technical issues, says Robertson. “If video conferencing software fails in the middle of an interview, hiring managers should know to have the candidate’s mobile number on hand so that they can move to a phone call instead.”

3. Online onboarding

In today’s current situation, after hiring new starters, you still need to onboard them remotely.

Robertson says: “HR teams should consider what a new starter will need to feel engaged from day one. This includes regular communications, quick connections with colleagues, and an understanding of the company’s systems and processes.”

HR can welcome new starters and help them build connections with others by introducing them to their line manager or colleagues over Zoom or Microsoft Teams. But, when wanting to take new starters through systems, processes, the mission, values and strategy, HR should turn to an online onboarding tool.

Ciphr’s onboarding portal enables HR teams to inform, educate and engage new employees even before their first day through interesting videos and presentations, and information about their new workplace and colleagues.

After hiring and welcoming new starters remotely, Robertson says organisations should make sure they get feedback on the hiring process from employees and candidates. “Feedback is vital for making improvements that will make the remote recruitment experience better and more engaging for future applicants.”