COVID-19 has changed so much about the way we live and work. Our new virtual world can take some getting used to, but we are fortunate to have so much technology at our fingertips. The alternative is quite scary!
Embracing change is something we are all learning to do and this extends to recruitment. Assessing someone on a video interview rather than in-person requires a slightly different approach, but it is very effective if done properly. Here’s what you need to know.
Integrating New Technology
In-person interviews may still be possible in some circumstances, but more and more businesses are making the switch to remote interviewing. Even if you can still conduct in-person interviews, it’s worthwhile having the capacity for remote interviewing should circumstances change. You can interview over the phone, but the preferred option is video interviewing because it delivers a more personalised experience. Here are our remote interviewing tips:
- Make sure all your equipment (headphones, mic and camera) is working before the interview starts.
- Conduct the interview in a quiet space where you won’t be interrupted or distracted by messages, deliveries or children if working at home!
- Be consistent with your questions so you can accurately assess each candidate.
- Make the candidate feel comfortable by spending some time explaining who you are and how the interview will progress.
Attracting The Right Talent
Higher unemployment rates mean there will be more people applying for advertised positions. While this isn’t necessarily a bad thing, you may also find yourself having to sift through resumes of people who aren’t qualified or who aren’t really interested.
So, what’s the solution?
More rounds of interviews are one solution. For example, some companies conduct phone interviews first before a second round of video interviews for those they think are most suitable. Consider how the person handles the call and whether they seem genuinely interested in the position and the company. Ask applicants how they have overcome obstacles in the past including those related to COVID-19. Panel interviews are also a good way of getting different perspectives on candidates.
Recruitment Challenges During COVID-19
One of the biggest challenges of virtual recruiting is a lack of suitable equipment, particularly when recruiters and candidates are working from home. Another challenge is the lack of face-to-face interaction for successful candidates.
“But, while actually finding and selecting new staff brings its own challenges, that’s just the beginning. The next hurdle is actually onboarding a new hire, and integrating them into the team, without the benefit of water-cooler chats and after-work drinks.”
The fact is no one knows how long the pandemic will last. Even if a vaccine is found, remote working may become the new norm so we need to find new ways of interacting with our colleagues and building relationships with them.
Online social occasions are one option to integrate new employees into the team. These events can involve virtual pub quizzes, pictionary, welcome drinks or ‘wine-down Fridays.’ Ultimately, communication is the key to keeping your employees engaged. Regular phone chats, video calls, emails and messages will help your new employees feel like a valuable member of a team.
Industries Hiring During COVID
While more than one million Australians have found themselves out of work in recent months, some industries that are actively looking for extra workers. As with everything during this pandemic, this list is subject to change at any time.
- Food retail and delivery
- Warehouse, postal and couriers
- Customer service and call centres
- Information technology
There are so many unknowns right now and it can be hard to know where you stand. Just remember that economic recovery will come, it’s just a matter of time. There are options to upskill online and if you are looking for work please don’t hesitate to contact On Line Recruitment. We help match the right employee with the right employer.