With an ever-changing landscape due to COVID-19, new challenges appear on a regular basis within the recruitment world from conducting interviews over video-conferencing software, to adapting to remote working requests, there are a lot more factors to consider when on-boarding a new member of staff.
With new challenges also come new opportunities, with the surge of remote working opportunities available there is a breadth of talent that previously may not have been possible to acquire in previous years.
Tailoring your approach to allow for flexible working arrangements and listening seeing what other recruitment agencies are having success with are all important factors to consider when trying to streamline your recruitment process.
Allow for remote working
Remote or flexible working is now widely expected to be offered by most employers due to the effects of COVID-19.
With employees forced to work from home for a long period of time during lockdown restrictions in the UK, flexible working has become the norm for a large number of companies. This has proven to display a number of benefits for both the employee and the employer.
With office space no longer needing to be rented, and a lot of repetitive task driven work able to be carried out with solely the use of a computer and a stable internet connection, working in an office can cause more costs to accrue for a business that may not be necessary depending on the type of work.
Working from home does however need to be properly supported by a dedicated IT support team to resolve any issues that may arise. This can either be outsourced or built out internally, but is an essential requirement for a successful remote working environment.
With candidates preferring to work within social distancing rules when it comes to work, this also applies during the recruitment process as well.
Remote interviewing is a great way of getting to speak to potential candidates who may not be located in the same country as your company but have the desired skills necessary to fit into the job being advertised.
However, like with any new technology, there are going to be some hiccups along the way within the adoption period of this new process.
Having a negative experience during the onboarding/initial recruitment process for a potential candidate could be a make or break factor.
Simple details such as making sure you know the limitations of the free version of various video-conferencing softwares, sending out scheduled links, sending over a set-up sheet for the candidate to follow should you have a password protected meeting link etc.