Top candidates will want to know what is unique about your company and why they should work there.
1. Selling your brand & culture
Showcasing your Company: The best candidates will be curious about what makes your company unique and why this will appeal to them and make them want to work there.
Top candidates will want to know what is unique about your company and why they should work there. This is harder to communicate when candidates are unable to see the office environment first hand and only experience your culture remotely, so talent leaders should invest in creating assets that showcase their company and culture and let candidates know what is special about your company, including job previews and concise video job descriptions.
Sharing Job Previews: Include a job preview and depict the daily activities of the role. From warehouse workers to accountants, video provides a more engaging way to explain work expectations than written instructions, clunky descriptions, or simulations. The point of a realistic job preview isn’t to glorify the workplace. It’s to give candidates greater insight into whether or not the position will be a good fit for them.
Including Video Job Descriptions: A video job description is using a short video to give the candidate an overview of the opening — or a group of openings. The video can cover the role’s responsibilities, qualifications, and expectations. It can also show candidates the workplace, the hiring manager, current employees, and company culture.
2. Spell out the recruitment process
Now more than ever is the perfect time to make positive changes in how you communicate with potential candidates and to make sure it’s the most effective method in this day and age. Regardless of whether you’re utilizing front line game-based evaluations or sticking to the basics of pen and paper – it needs to be clear from the start how many steps the candidate should anticipate and how long it will take. This will help speed up the process for both parties and will make it easier to manage in the long run.
3. Understand the candidate experience
With everything that is going on right now due to the pandemic, life as we know it has been shifted online which for some is a daunting and forgein concept that can cause a lot of stress and anxiety. Therefore, it is important to make sure you are keeping the candidates in the loop with what to expect during the whole process. It’s best to make sure that you are testing the candidate experience platform as it is an important way to increase genuine understanding into where you can improve. Technical difficulties are to be expected when doing most things remotely so make sure you reassure the candidate that it will not affect how you assess the interview and keep going as planned.
4. Ask questions beyond the CV
CV’s are often a helpless indicator of employment achievement, and in order to find the right candidate that fits your desired abilities, traits and skills you need to tailor your questions to make sure you are assessing these things. Now more than ever you need to be confident that the person you hire will be successful in the role as it will most likely be done remotely. Ask questions that will help you gauge their ability to work in a team and in challenging situations where learning new skills would be required.
5. Don’t forget about the candidates who won’t be hired.
It may be easy to forget that although you are looking for your next perfect employee, many of those involved in the recruitment process won’t be lucky enough to land the job. During this season of leaves and industry-wide occupation misfortunes getting a job is important to most candidates so it’s best to let the unlucky candidates know as soon as possible so that they can proceed onward to look for different positions. Consider sending something other than a standard dismissal email to those up-and-comers, yet incorporate valuable input with regards to what their qualities and areas for development might be to help them as they keep looking for work. This will not only benefit the candidate but it will also help with the upkeep of the reputation of your company.
6. Business as usual
Although virtual interviewing is a little out of most people’s comfort zones, it has slowly become the ‘new norm’, it is important to remember that you are not on a casual phone screening. Therefore, this may go without saying but you must treat it like you would be conducting it in-person.
Original article ‘Tips for conducting a virtual job interview’ Written by Stuart Gentle Published by Onrec
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