Talent Acquisition Strategies for Remote Working

COVID-19 has altered the way enterprises work. In a way, this change is shaping the future of how businesses manage their clients and workforce. Not to mention, the future of recruitment too. Even in tough times like this, organizations cannot stop their hiring process. How does talent acquisition pan out in such a crisis situation? How, in such circumstances, does an organization find the right talent to fill their hiring needs?

How does one gauge if an applicant is the right fit for a job profile without meeting him/her in person? How then can recruiters leverage remote hiring to give them good results? Remote hiring is not without its challenges. Nor is it completely new to the market. It has been around for quite some time now, though not as predominantly as traditional ways of hiring.

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Challenges of remote recruitment

  • Finding the right talent pool remotely
    This is by far the most challenging aspect of remote recruitment. With teams distributed remotely, finding the right talent pool that is spread across the country can get daunting. How can hiring managers gauge aspirants well enough to come to a conclusive decision?
  • Unexplored methods for shortlisting candidates
    Companies nowadays are seen constantly innovating with their hiring processes. It becomes imperative to think of unexplored methods of shortlisting candidates to stay in the race and not lose out on the best talent available in the market.
  • Checking CVs through virtual mediums
    As much as one wouldn’t want this situation, fake CVs are a thing in the market. Checking CVs can get daunting, especially through virtual mediums where faking a CV can get very easy.

Benefits of Remote recruitment

Remote hiring, though fraught with challenges, has multiple benefits.

  • Access to a larger talent pool
    Think about it. Remote hiring could actually open up places from where better talent could be found. Geographical boundaries become thin in the search for the right candidates. Better talent means better productivity. Better productivity, in turn, leads to better profits. Win-win situation here, is it not?

  • More hours for work
    With extra hours of commute completely cut off, employees often do not mind going the extra mile when needed. Good for the organization, and in turn good for its employees working in remote roles.

  • Cost saving factors
    Expenses on office space, food, electricity, workforce – cut. Remote hiring does seem quite cost saving to the organization in the longer run.

Strategies for Remote Hiring

Careful planning and smart strategizing can ensure that remote hiring brings in desired results. Here, we share some pointers to keep in mind when strategizing remote hiring.

  • Be visible online
    Job openings need to be marketed efficiently. That is a given, isn’t it? How will good talent find job opportunities otherwise? Let the market know about the job openings you have. Shout it out to attract the best talent in the market.
  • Showcase your work culture on social media
    Communicating work culture to remote prospects is extremely important, especially in a situation where they may not get the chance to visit the office premises or experience the company’s work culture in person before accepting a job. This will pave the way for better onboarding experiences and easier transitions.
  • Use the right digital tools
    Sorting and assessing applications remotely can get quite challenging without the right systems. This is where you will need to put in maximum efforts. Assess ways to process applications efficiently. A good application tracking system (ATS) will help immensely.
  • Invest in a good video interviewing platform
    Assess and choose a good video interviewing platform. In the absence of a face-to-face interview, conducting video interviews will be your best bet in selecting the right candidates for your job openings. Therefore, it makes sense to invest in video interview software that is not prone to glitches. Where network connections are not completely reliable, it would help to have alternatives to connecting to your interview. It wouldn’t hurt to do a trial with a colleague before inviting candidates to the platform. Also, do choose a silent place where chances of disturbance are minimal.
  • Set up suitable work assignments
    Consider giving a small work assignment. This will give you an opportunity to test prospects’ technical skills or team skills effectively. You will be in a better position to make an informed decision about the candidate.
  • Validate references online
    Investing time and resources to validate references virtually will be well worth your time.
  • Close the loop
    Recruiting doesn’t end with rolling out offers. Close the hiring loop properly, one way or the other. Setting up a smooth and efficient remote onboarding process can go a long way in gaining employee trust. And, if someone does not make the cut, do let them know, politely but firmly.

Conclusion

Remote recruitment has its pros and cons. But as the world is evolving into a realm of remote working, remote hiring is also taking the center stage. Increased reliance on technology, for hiring and working, is here to stay. Soon, it may feel like we’ve been hiring remotely all along!

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