The COVID-19 pandemic has changed the way we work. In the corporate world, one of the biggest changes we have seen in the recent past is remote work. Overnight, the company was forced to turn to remote work. According to the investigation, in the initial period (March 12 to March 16, 2020), when the pandemic was at its peak in the United States and a national state of emergency was declared, two of the three companies were relocated to remote work.
Remote work had become new normal for the company, as had remote hiring. If the company intends to hire a new candidate, the recruitment and boarding process may be remote as the offices are closed and the acquisition of human resources and talent works remotely.
What is remote intake?
Remote hiring involves checking, sourcing and hiring remote candidates. Recruiters use technology such as video interviews and Artificial Intelligence tools, such as chatbots, to connect and interact with candidates wherever they are. The application of technology and Artificial Intelligence is the key to remote recruitment. It has become necessary now as recruitment teams have moved to the remote, and recruitment has been increasing in recent weeks.
Remote hiring for beginners:
Remote work is the new normal for those hired. But it is considered one of the most demanding jobs in the organization when you move it to work from a distance. For the first time in their recruitment careers, they cannot physically connect with applicants. So, for the first timers, we created a checklist that will help them during remote hiring.
- It will take time to adjust to get in front of the camera and do a Zoom interview. Make sure you are watching the camera all the time while talking to the candidate.
- While talking to the candidate, make sure that all documents (resume, cover letter and job description) are accessible and save all these documents with the candidate’s name
- Prepare a checklist of questions you intend to ask the candidate. Before you call, talk to the hiring manager and discuss questions that need to be covered by the HR team.
- Make sure you are formatted and keep your phone away from the laptop and in silent mode
- Finally, start the interview on time. Remember that a remote interview is a different ball game and you may experience some problems such as noise cancellation, video problems and internet connection problems. Be prepared to deal with such issues and be prepared with a backup plan (continue the interview by phone call or reschedule another day).
Hiring candidates on the Internet is very similar to hiring people. Remote recruiters should look for the right candidate in the database, select shortlisted candidates based on their skill set, connect with the candidates, and hire and hire them remotely. This article describes how remote recruitment works and the benefits and limitations of remote recruitment.
Procedure for remote recruitment
The initial step for remote hiring is to have a plan and strategy. Hiring planning begins with understanding the vacancy requirement, creating a job description, and promoting it to different spreadsheets. The HR team will have no face-to-face interaction with the hiring manager and creating a job description will be tedious work in such situations and it may take extra hours to process a detailed job description.
The Pro-tip is to have video interactions and email monitoring with the hiring manager to understand their needs and create job descriptions.
Technology for the examination of candidates
The work is placed on different worksheets, and now the candidates share their CVs with the talent recruitment teams. During the current phase, where there are too many job cuts, the number of job seekers has increased dramatically. As the number of applicants increases, it becomes difficult for recruits to control all candidates and select them. Organizations need to apply online recruitment technology and AI tools to quickly track the recruitment process.
Lock-up has led to a dramatic increase in video interviews, and even major tech companies such as Microsoft, Facebook, Amazon and Google have moved to video interviews. During the pre-COVID days, most organizations conducted in-person interviews. However, TV interviews are the new rule and remote recruits need to adapt to change.
Remote recruits need to interact with two-way and two-way TV interviews. One-way interviews will replace the traditional telephone interview to examine candidates, and two-way interviewing will be an alternative to in-person interviewing. Recruiters should be prepared similarly to a personal interview and avoid bias while talking to a candidate.
The video interview process is recommended to set some guidelines to help hire and hire employees during the interview. Below are some of the indicators that can be considered as part of the video interview instructions:
- Have a stable internet connection and check the camera and microphone before starting the interview.
- A backup plan for the interview is required. Whether the candidate or the hiring manager is experiencing problems (power outage or disconnection via the Internet), the interview can be linked to other means, such as telephone.
- Choose facial recognition and speech software such as Hirevue to judge your body language, tone of voice, stress level and more.
- Share the resume with all members of the interview committee and ask them to prepare the question in advance.
- The person who will work with the candidate should be part of the interview, as he can judge if he can fit the role.
- Discuss the interview time and give candidates at least three different times to correct the interview (remote recruits need to know the candidate and the interview table time zone and schedule the interview accordingly).
- Finally, in order to have a better relationship with the candidate, recruiters must actively practice listening and constantly looking at the camera during the interview process.
Communication is the key to hiring candidates during remote hiring. Recruiters need to understand that they are no longer in the office and have a face-to-face conversation with the candidates whenever possible. It is recommended that you have different channels of communication, and recruits may use them as needed. For example, to send the interview schedule, recruiters may send emails, but sometimes they may be redirected to unwanted content and the candidate may not check them. So plan B will send text messages. According to Gartner, more than 70% of potential candidates want hiring text messages. The remote recruiter should combine all communication tools including email, text messaging, video calling and faxing.
One of the scariest tasks of remote recruits is to judge a candidate’s skills. As mentioned earlier, an online interview will be a one-way and two-way interview process and it is difficult to test a candidate’s qualifications within the allotted time. One way to overcome this challenge is to look at job assignments based on the real-life scenarios of the recruitment teams.
For online work (a candidate must log in to the site to complete the work), schedule the intervals according to the candidate’s convenience. On the other hand, if the assignment can be completed offline (for example, PowerPoint presentation or report creation), the duration of the job should be reported and ask the candidate to share it via email or cloud storage (such as Dropbox ).
During the evaluation (performed by team leaders or team leaders), recruiters must keep the candidate’s name and other details anonymous to avoid unconscious bias. Recruiters, on the other hand, need to keep the candidate engaged by sending a follow-up email or telephone conversation to inform the evaluation process about a better candidate experience.
Suppose the recruits followed the above procedure and hired a candidate. Now is the time to incorporate the new candidate into your organization. In a typical scenario, the first day in office set the tone for the rest of the term. However, given the current scenario and the restrictions that apply, new employees will not meet in person with team members or their managers. While this affects employees, adaptability and flexibility have emerged as a cornerstone for performers. This work has now shifted over the internet from virtual platforms.
Virtual integration is similar to traditional personal boarding, but the only difference is that new hires are welcomed into the organization through a virtual live session.
The virtual integration process can be started via video conferencing, webinars, and communication platforms like Slack. Documents of a new lease can be shared on different platforms such as email, cloud storage such as OneDrive, and access via desktop or mobile anytime, anywhere. Virtual integration is not an easy task for HR teams, as it requires extensive design. In the virtual world, HR teams can design a boarding log for employees using office productivity tools and share updates. This can be used to set up calls, join the team, set up meetings with HR staff, managers and IT / Asset teams, etc. also to be designed.
However, there are several challenges due to virtual integration which we have explained in detail:
Lack of contact with other team members or human resources groups is one of the major drawbacks of virtual integration. In the pre-COVID19 days, the first day of a new corporate job would be important, as they would interact with team members and employees, something that would impress the organization and the people who work in it. Instead, virtual integration would not have a long-term impact on the organization or team members.
Every company has a different work culture and core values, which are only visible if the employee is naturally present. However, when a new consultant enters the organization and is effectively introduced to his or her team members, he or she may not feel the work culture or core values involved with the organizations, which can only be perceived if they are within the company and speak to other employees on the floor.
Challenge to understand roles and responsibilities
During the virtual integration, the hiring manager will delegate tasks and responsibilities to the new entrant, but it is not enough to understand his job and perform them. During normal boarding, the HR teams and the manager would explain the new roles and responsibilities. The new participants can know their work, work it, according to the organizations and the expectations of the group. But when it comes to virtual integration, many questions remain unanswered, affecting the performance of new employees.
How to become a remote recruiter?
We have now covered the remote recruitment responsibilities, how they work and the challenges they face. How can one become a remote recruiter?
You do not need formal training to become a remote recruiter. However, the majority of remote recruits have a high school diploma or equivalent. In the corporate world, most organizations prefer candidates with a degree in human resources, marketing or business. Applicants with relevant work experience in the Human Resources department or as a recruiter are highly valued.
The most valuable skill for a remote recruiter is to have the excellent verbal ability to interact with candidates regularly and work independently. The remote recruiter should have hands-on experience on LinkedIn, Github and navigate to spreadsheets such as Dice, Monster and Indeed. Knowledge of the industry will be an added benefit to recruiters. Employees working in customer relationships or sales can turn to remote hiring at the entry level, as they have some common skills such as communication and trading.
Remote staff salary in the United States
According to Zip Recruiter, the average salary of a remote employee in the United States is $ 59,474. The Richmond, VA-based recruiter earned the highest pay in the United States ($ 72,711) and was hired in Stamford, CT and Bellevue, WA. Below is a list of the top 10 where the standard salary for a remote job hire is above the national average.
Top Cities for Remote Payroll Computers (December – 2020)
|City||Average salary of remote employees (US $)|
|San Francisco, California||68,205|
|Santa Carla, California||67,215|
Remote hiring best practices
COVID-19 had changed the way the business operated. Around the world, business leaders and employees are working remotely and in isolation. Business leaders at all companies have realized that outdated recruitment best practices no longer work for remote recruitment. Some outdated practices such as handshake, face-to-face interview, candidate interview at a specific location are no longer possible. Thus, the company must create and follow new practices regarding remote hiring.
Here are some of the best practices for remote recruitment that could be applied by organizations around the world:
When all recruits are working remotely, the organization needs to adapt to technology that supports remote recruitment without malfunctions. Τεχνολογικά εργαλεία όπως εργαλεία επικοινωνίας βίντεο, εφαρμογές ανταλλαγής μηνυμάτων και κλήσεων, CRM, ATS και εργαλεία AI. Το σωστό είδος τεχνολογίας θα επιταχύνει τη διαδικασία πρόσληψης, θα μειώσει τις άχρηστες μη αυτόματες εργασίες, θα αυξήσει την παραγωγικότητα των απομακρυσμένων προσλήψεων και θα μειώσει το κόστος και το χρόνο για την πρόσληψη ενός υποψηφίου.
Εκπαιδεύστε απομακρυσμένους υπαλλήλους σε στρατηγικές προμήθειας
Πριν από την πανδημία COVID-19, οι στρατολογητές προμηθεύονταν ήδη υποψήφιους χρησιμοποιώντας διαδικτυακά κανάλια όπως πίνακες εργασίας και κοινωνικά μέσα. Ωστόσο, δουλεύοντας εξ αποστάσεως χωρίς τη βοήθεια του πρεσβύτερου, δεν είναι εύκολο να βρείτε υποψηφίους με υψηλή εξειδίκευση. Οι οργανισμοί πρέπει να εκπαιδεύσουν τους υπαλλήλους σε διαφορετικές πτυχές μιας διαδικασίας απομακρυσμένης πρόσληψης, συμπεριλαμβανομένου του τρόπου αντιμετώπισης της κάμερας στη συνέντευξη βίντεο, συντονισμού με τον διαχειριστή πρόσληψης και εικονικής ενσωμάτωσης. Οι εκπαιδευτικές ομάδες μπορούν να συνδέσουν τακτικά διαδικτυακά σεμινάρια με τους απομακρυσμένους υπαλλήλους για να βελτιώσουν τις επικοινωνιακές τους δεξιότητες.
Όσον αφορά τη διαφήμιση εργασίας, τη διαδικασία πρόσληψης και τις ερωτήσεις συνέντευξης, οι οργανισμοί δεν μπορούν να κάνουν διακρίσεις εναντίον των υποψηφίων με βάση τη φυλή, το χρώμα, το φύλο, την αναπηρία, τη θρησκεία και την ηλικία τους. Ο οργανισμός χρησιμοποιεί παραδοσιακές μεθόδους πρόσληψης ή εικονική πρόσληψη. Η αμερόληπτη πρόσληψη θα δώσει μια θετική εμπειρία για τους υποψήφιους.
Το εργαλείο AI είναι μια πλατφόρμα χωρίς προκατάληψη και δεν επιλέγει τον υποψήφιο με βάση τα δημογραφικά στοιχεία, το στυλ του βιογραφικού ή απορρίπτει το βιογραφικό εάν εντοπίζει σφάλματα τυπογραφικού λάθους. Αντίθετα, το εργαλείο AI θα κρίνει με βάση τους υποψηφίους βάσει των δεξιοτήτων τους, της προηγούμενης εμπειρίας, του μισθού και άλλων σχετικών παραμέτρων.
Η απομακρυσμένη πρόσληψη είναι μία από τις απαιτητικές θέσεις εργασίας στις ομάδες ανθρώπινου δυναμικού. Οι υπάλληλοι μιας νύχτας αναγκάστηκαν να μετακινηθούν από τις παραδοσιακές προσλήψεις σε εικονικές απαιτήσεις, μια εντελώς νέα διαδικασία. Η απομακρυσμένη εργασία χωρίς τη βοήθεια κάποιου μέλους της ομάδας και η προμήθεια υποψηφίων υψηλής ειδίκευσης απαιτεί υποστήριξη από εργαλεία τεχνολογίας και Τεχνητής Νοημοσύνης. Όσον αφορά την πρόσληψη υποψηφίων από απόσταση, απαιτεί σχεδιασμό και προσαρμογή στη νέα τεχνολογία, όπως εργαλεία επικοινωνίας βίντεο και εφαρμογές ανταλλαγής μηνυμάτων.
Ως απομακρυσμένος στρατολόγος, αντιμετωπίζουν πολλές προκλήσεις που περιλαμβάνουν έλλειψη επαφής με άλλα μέλη της ομάδας, αγκαλιάζουν μια νέα κουλτούρα και, το πιο σημαντικό, κατανοούν τους ρόλους και τις ευθύνες για μια ανοιχτή θέση χωρίς να έρχονται σε επαφή με τακτικά πρόσληψη διευθυντών.
Για να ξεκινήσει μια καριέρα ως απομακρυσμένη πρόσληψη, ο υποψήφιος υποψήφιος πρέπει να έχει πτυχίο HR (προτιμάται επίσης το μάρκετινγκ ή οι πωλήσεις). Ο υποψήφιος υποψήφιος πρέπει να έχει εξαιρετικές δεξιότητες επικοινωνίας και διαπραγμάτευσης. Στις Ηνωμένες Πολιτείες, η μέση αμοιβή για έναν απομακρυσμένο στρατολογητή είναι 59.474 $.
Τέλος, για να γίνουν ένας εξαιρετικός απομακρυσμένος στρατολόγος, πρέπει να αποφύγουν την ασυνείδητη προκατάληψη. Ο στρατολογητής δεν πρέπει να κρίνει τους υποψηφίους με βάση την εικόνα του βιογραφικού τους, το όνομα, την ηλικία, το φύλο, ή ακόμη και με βάση την πόλη του.