The 5 P's Of Virtual Hiring

Are you are looking to hire your newest team member virtually? With social distancing, remote working and onboarding challenges still present, there are considerable changes to the hiring process.

Thanks to technology (and perhaps the revolution COVID-19 has brought about), it’s not hard to make the shift to virtual recruitment and hiring. If you want your talent pipeline flowing, here’s the rule book for ensuring you are not compromising on quality candidates.

Read our 5 P’s for successful virtual hiring:

  • Plan – When it comes to people, having a business continuity plan is imperative. Include the framework for infrastructure, team structures and essential support services. Think whether the team will work remotely completely, or come into the office on a rotational basis. Leave space for modifications as situations demand.

  • Process – While we have always conducted the first round via our video interviewing software, Vidcruiter, it is important to carry on virtual recruitment practices as much as possible. Not only will this save you time but it is the best way to ensure a uniform process. You can always leave room for a final in-person interview if both the candidate and your business is prepared for it.

  • Prepare – Ensure you share all essential details and any relevant reading with the candidate well before the interview. Include technical tips, log on details and passwords. Ask for a reply to confirm attendance. Let them know what to expect, the duration of the interview and who they will be meeting with. Not only will this allow the candidate to best prepare themselves, but also ensure a free-flowing conversation.

  • Precision – The downside of virtual interviews is the lack of non-verbal and emotional cues to evaluate a candidate. Being precise with your interview questions, having a focus on behavioural based and emotional intelligence questions will ensure you gain a well rounded picture of the candidate. Focus on the candidates’ responses to your interview questions ensuring they provide examples of their experiences. We find Teams is a great interview platform as it has less lag with conversation.

  • Post Interview – Send an email that includes the next steps for the interview process and associated timelines. You can also use this opportunity to seek feedback from them. We recommend sending a short questionnaire.

Remember to find the humanity in your hiring process and seek out the best fit for you and your team. At the end of the day, technology enables us to continue effective hiring, even in current times.

If you are looking for ideas on how to use video interview programs, conduct online assessments or develop interview processes – connect with us now!

Readers also enjoyed our 5 Reasons Why Temp Staff Are The Best Investment

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