Remote recruiting and hiring: What HR needs to know to make it work
With the rise of remote working, HR teams need to re‐evaluate their recruiting, hiring, and onboarding strategies to recruit and retain the right people for their roles.
According to LinkedIn data released in July, remote job listings are on the rise in Australia and are a sign that flexible working trends are here to stay. The number of listings with ‘work from home’ as an option on LinkedIn were triple that of the same timeframe the year before.
With most recruitment, hiring and onboarding approaches are historically designed for onsite face‐to‐face environments. It’s time for organisations to take a closer look at how traditional methods stack up against the expectations of candidates today.
Personalising the virtual process
First impressions are still important to ensure your candidates are enthused about wanting to work for your organisation. It is still important to allow the opportunity for added personal touches in an online scenario, just as you would if they were face‐to‐face.
The first step is straightforward: look at what you’re already doing well with your existing processes. Here are a few ways to go about this:
- Collect employee feedback
Ask your recent hires about what they enjoyed most, or thought could be improved regarding their recruiting and hiring experience with your organisation. This will not only show you what to highlight remotely, but also set you up to improve existing processes. Note which employees had virtual versus face‐to‐face hiring pathways for a comparative analysis.
- Evaluate hiring practices
Collaborate with hiring managers to understand how candidates are selected, brought into the business, and set up for success. This may highlight areas that could be more efficient and help with faster response times to candidates.
- Assess your HR technology toolkit
Recruiting and hiring remotely requires a modern HR system. Check to see if your system is unified and streamlined. Are all your processes completely digital? Are they streamlined and integrated? The key here is to identify any manual or redundant processes and eliminate them to deliver a smooth experience for candidates.
Once you better understand what’s currently happening, you can begin to fine‐ tune the experiences for your candidates, new hires, and hiring teams. Think of each of the experiences through from their point of view and see where you can streamline, innovate, or add extra value. Here are some of the questions to ask:
- Applicant Experience
How are your jobs promoted? Are listings integrated into your website? Is your brand and culture consistent across digital resources? Are these mobile accessible? Also, think through what applicants do during face‐to‐ face interviews that you now need to offer online (e.g., presentations, tests, video calls, or panel interviews).
- New Hire Experience
What is your communication like between the offer and first day of work? How reliable are your onboarding practices for remote delivery? How are you connecting new hires to your culture and key resources as soon as possible? Could this be a pre‐boarding experience to engage them from the start?
- Hiring Team Experience
How efficient is your hiring team at processing requests? Can they discuss candidates and their evaluations easily virtually? Do you have a workspace with a single view to track processes and keep them on track?
Upgrading your processes to enable remote recruitment can be intimidating, however it offers up a world of new hiring possibilities for your organisation. It taps into new talent pools, helps lower the barrier for more diverse hires, and helps to keep your business competitive in the job market.
With the right kind of diligence and planning, you'll be able to engage with remote candidates and new hires with a similar degree of care as if they were at the office. HR technology can simplify your efforts and add value when it is unified and streamlined to support your remote recruitment strategy.