In the wake of the novel coronavirus (COVID-19), more recruiters are turning to virtual recruiting than ever before. Although social distancing is being enforced, and many employees are working from home to improve everyone’s health and wellbeing, chances are your clients still need to add to their workforce. Even if you can’t recruit candidates in person, there are ways you can get to know candidates and determine which ones would be the greatest assets for a team.
Find out how the effects of COVID-19 are changing many parts of the recruiting process from in-person to virtual.
You’ll probably have more video interviews than in-person discussions with candidates. You can prepare for a video interview, much like you would a traditional one. Consider which skills and attributes are needed for the role. Use this information to create questions that uncover in-depth information about each. Convey a consistent message about the company’s mission, vision, and values throughout. To get ready for the video transmission, choose a quiet, well-lit room that’s free of distractions. Let the candidate know how to access your videoconferencing technology, including any software they may need to download. Outline what to expect. Test your camera, microphone, and other technology beforehand. Remember to pause during the interview to ensure the candidate is done with their response before moving to the next question.
You’ll most likely experience more virtual onboarding to help a new hire get started. Because they’ll be working remotely, it’s more important than ever to get the new employee engaged and producing as quickly as possible for long-term success. Be sure to streamline the number of activities they need to complete. Having a high number of tasks to finish can slow down a new hire’s time to get acclimated to the organization. This can cause difficulty in learning the skills and tasks needed to complete their activities. If onboarding adversely affects a new employee’s ability to perform their job, they may become stressed, anxious, and doubtful. This can lead to turnover. Balance information sharing against the new hire’s motivations, learning behaviors, and professional development goals. Provide online tools such as scheduling software, internal communication platforms, and videoconferencing tools to enhance engagement. Keep virtual meetings as focused, engaging, and productive as possible. Schedule regular one-on-one time to check-in, monitor progress, answer questions, and discuss concerns.
Outsource Back-Office Tasks
Look into outsourcing your back office to USA Staffing Services so you can focus more time on the new hire. We handle employer of record services, worker’s comp, payroll funding with administration, accounts receivable, and more so you don’t have to. Learn how we can help you today.