Remote recruitment - some advice on how to organise it?
Published on: August 4, 2020

2 3 Table of contents

recruitment

Remote recruitment has blossomed in 2020. The Covid-19 pandemic has made many employers aware that the internet offers more and more opportunities, including the ability to conduct effective remote recruitment and, for some roles and industries, full-fledged remote working. Enabling remote working is not only about saving space for a position, above all it is about relieving the burden of tasks that need to be completed on time.

In 2020, more and more companies are using this solution as it has many positive aspects. But how do you find the right employee? How should remote recruitment look like? What does a remote recruitment meeting look like?

Remote recruitment - time to start

In every company there comes a time when, despite the division of responsibilities between individual employees, there is a lack of manpower. In such a situation, the thought arises of hiring another person, who will relieve the already employed and who will additionally take care of other tasks or projects. As a result, the management decides to hire another person. Preparation of a job description, together with the requirements that the candidate must meet, is the first step.

Remote recruitment - where to start?

Completing what is expected of the candidate, but also gathering all the responsibilities they will have, will allow you to prepare a job offer. It is also necessary to take into account the working time that is foreseen, even if it will be typically task-based. The pre-verification process is an important issue. For some, it will be sufficient to send a CV to the e-mail address provided or to the company's career site connected to the ATS (Applicant Tracking System), while some companies decide to prepare a recruitment task or a questionnaire, based on which all the data will be collected and a preliminary selection will be made. A job offer prepared in this way should be placed on job portals or sent to a cooperating recruitment agency

Remote recruitment - preselection and contact with the candidate

Many start-ups do not realise that recruitment processes can be simplified, accelerated and automated and how helpful ATS screening and selection tools are today. Thanks to them, it is possible to review and assess applications in optimal time, send feedback, so the candidate has an overview of the status of his application and knows very well whether he passed the next stage of recruitment or not. The next question will be - how to conduct a recruitment interview remotely?

The next step is to contact the candidate and inform them that the interview is being conducted remotely. Interviews are conducted remotely so it may be a phone call or better a video call using applications such as Google Hangout, Zoom, Skype etc.

Depending on the preferred contact, but also the convenience of the recruiter.

It is not only the course of the conversation that is important, but also the questions that will be asked. In many companies, the first contact is to ascertain the credibility of the documents sent, but it is often an interview during which the terms and conditions of cooperation are discussed. In addition, the candidate may be sent online tests to confirm their skills, such as DISC or SHL.

Remote recruitment process

Remote recruitment can be carried out in various ways, so it is worth remembering that the more extensive it is, the more likely it is that the ideal person will be found for a particular position. The first point is always the advertisement, a lot depends on its structure and content. For this reason, you should make sure that it is properly prepared. The next stage is the receipt of applications, and after the deadline by which they should be delivered, a preliminary verification takes place. At this stage, inform the candidate who did not meet the requirements set out in the advertisement, but also those whose documentation is incomplete. Once you have found the right people, it is advisable to contact them by phone or meet face-to-face.

Many companies now prefer to be contacted by video interview, but much depends on the scope of work or the type of position for which recruitment is being carried out. Quite an important element in the remote recruitment is the test task, it is largely this that will make it possible to see whether the person will work or not. In addition, sending a test task to all candidates who have passed the initial selection will give a picture of who works really fast and performs the assigned tasks efficiently. The final stage will be to check the obtained tasks, but also to contact those who have passed all stages and to make them an offer of cooperation. In this way you can get an employee who will not only perfectly fit in with your expectations, but above all will significantly reduce the workload of the entire team.

Recently, more and more companies have decided to employ people remotely, as this does not require organizing a workplace, but significantly improves the functioning of the entire company. It is worth considering how this currently looks, but also whether you want to make any changes in the near future. For many, this approach will be a really great solution, which will ensure that the company will be able to function properly and all tasks will be carried out smoothly.

2 3 Table of contents