As COVID-19 continues its global spread, it’s becoming increasingly clear that it will have a profound and long-lasting impact on all of our lives. Within a few weeks of the virus’s first appearance in the U.S., traditional ways of working have been thrown out, and companies are scrambling to find new ways to get work done. Organizations that have never allowed remote work are now functioning entirely from employees’ homes.
The COVID-19 crisis may be upending every aspect of work, but it also gives recruiters a chance to reevaluate recruiting from the candidate’s perspective, says Felix Wetzel, CMO at Pocket Recruiter. Telerecruiting offers employers the opportunity to attract the talent they need to keep their businesses functioning, even during this difficult time. And when done right, telerecruiting can create a better recruitment experience for candidates and recruiters.
Here’s how to embrace telerecruiting and put humans at the center of your recruitment process.
Consider User Experience — for Candidates and Recruiters
In the past, Wetzel points out, the burden of recruiting has been placed on the candidate. Candidates have to take time off from an existing job and travel to the organization for in-person interviews. Moving to a digital, remote recruiting process minimizes these burdens on candidates and increases their positive experiences.
The challenge is finding a balance between what increases a positive candidate experience and makes work easier for recruiters and hiring managers as you move towards digital recruiting. “You have to make sure that both candidates and recruiters/hiring managers get the best out of this experience,” Wetzel says. “Taking this design approach changes the way you think about the workflow process because you don't see it just from one side anymore — you see it from both sides.”
For example, one-click applications seem to create a better candidate experience but invite a large number of unfiltered applications. This creates a lot of extra work for recruiters and hiring managers who now have to go back and ask candidates for further information, Wetzel says. Even more, it bogs down the process, creating a poor experience for everyone involved. As you move your traditional recruiting to telerecruiting, consider how you can create the best, most seamless experience for everyone involved.
Streamline the Recruitment Process
Moving from traditional face-to-face to digital recruiting requires a reassessment of your current process. This gives you a chance to consider all the people involved in the process and how it works — or doesn’t work — for them. “As we consider old ways of working and transition online, let's go a step further and redefine all of the different workflow steps and make them more human,” Wetzel suggests.
Streamlining the recruiting process makes it easier to adapt for telerecruiting and also easier to connect with candidates. “If you stick to the current workflow and you just add on technology, the process won’t improve,” Wetzel says. One way to streamline the process is by condensing interviews, he suggests. Instead of having an initial interview with a recruiter and another with the hiring manager, consider involving hiring managers with the initial interview from the outset. Not only does this save time, Wetzel says, but it makes the experiences easier for everyone: recruiters, hiring managers and candidates.
Embrace Simple Technology for Early Adaptation
Select technology that supports a human-centric recruiting model. You can conduct video interviews without shelling out hundreds of dollars for AI-controlled, hard-to-learn video interview software. “It can be done really easily and simply,” Wetzel points out.
Simple is better, he says, because it’s easier for everyone to adapt to technology like Zoom or Skype that people use in their daily lives. “As an HR person you don't want to go through massive amounts of setup and training,” Wetzel continues. “It needs to be instantaneously usable and low touch.” Candidates are already nervous before an interview. Don’t feed their anxiety by making the interview process more complicated than it needs to be.
Video interviews are a great resource, but they aren’t always necessary. Many people are uncomfortable being on camera or using video software, Wetzel points out. A simple phone call accomplishes the same goal as an in-person or a video interview. The key is to couple the interview with a digital skills assessment, Wetzel says. “If you can see what the candidate can do, does it matter if you see them or not?” he asks. A test assignment delivered digitally to the candidate helps predict success in the role and creates a streamlined recruiting experience for candidates and recruiters alike.