In these unprecedented times, there is of course uncertainty and understandably some employers are scaling back non-essential hires. For those of you with critical hires still to make, with a few adjustments, you can still achieve this.
Enforced flexible and remote working for all may in fact unlock talent that was previously not available to you.
But there will need to be changes made to the recruitment and on-boarding process.
What are we doing at an agency level?
We are still talking to and interviewing digitally, very strong candidates every day.
And we’ve been interviewing talented people relevant to you, on a daily basis, for many years; we’ve got a great network of vetted talent available to you.
In addition, and for newer applicants, we are expediting the referencing process so that while we won’t have met in person, we can back up the digital interview with strong references in a timelier fashion than BAU.
We are also offering to coach to all candidates on how to conduct a successful digital interview with practice sessions to ensure they’ve got the technology and technique right.
Additionally, over the coming weeks and months, we’ll be offering a range of services to help those seeking work and employing, to get the best out of the search and recruitment process in these times.
Watch this space for future articles on the best digital interview platforms, on-boarding and collaboration tools.
How to adapt your recruitment process
1) Have a critical hire to make but nervous about doing so? Consider fixed-term contract or the use of temporary contractors. This removes much of the employment risk for employers. And while delay to the implementation of the off-payroll / IR35 changes in April was too little too late for many contractors, it does mean that both employers and contractors are able to continue in a tax-efficient and cost-effective manner for the rest of this year.
- We’d still recommend a two-stage interview process but switch to digital format in the place of face to face meetings. Whilst the questions and format will be almost identical to a face to face interviews, there are a few tweaks that will ensure a successful process.
- Chose the right technology and tried and tested technology. Ensure links or logins are sent out in plenty of time and supplement with direct lines / mobile numbers to enable both parties to deal with any problems on the day.
- Allow extra time for the video interviews to counter any issues, such as problems with technology, connectivity or noise interruptions.
- Be forgiving and instructive if eye contact is not quite right. Encourage candidates to keep their focus on the webcam rather than your image on screen and you do the same.
- As the candidate won’t have the opportunity to walk around the offices and get a ‘feel’ for the environment, make sure you communicate your company’s values and culture well.
- And they could virtually meet other members of the team, even socially over a virtual coffee.
- Remember your body language is just as important as what you are saying and really helps candidates buy in to you. One way to achieve this is to have good posture.
- Be prepared to answer questions about business continuity and financial stability in the current climate. What actions have you taken/is being planned?
2) Conduct interviews using digital interview technology
We’d still recommend a two-stage interview process but switch to digital format in the place of face to face meetings. Whilst the questions and format will be almost identical to a face to face interviews, there are a few tweaks that will ensure a successful process.
- Chose the right technology and tried and tested technology. Ensure links or logins are sent out in plenty of time and supplement with direct lines / mobile numbers to enable both parties to deal with any problems on the day.
- Allow extra time for the video interviews to counter any issues, such as problems with technology, connectivity or noise interruptions.
- Be forgiving and instructive if the eye contact is not quite right. Encourage candidates to keep their focus on the webcam rather than your image on screen and you do the same.
- As the candidate won’t have the opportunity to walk around the offices and get a ‘feel’ for the environment, make sure you communicate your company’s values and culture well.
- And they could virtually meet other members of the team, even socially over a virtual coffee.
- Remember your body language is just as important as what you are saying and really helps candidates buy in to you. One way to achieve this is to have good posture.
- Be prepared to answer questions around business continuity and financial stability in the current climate. What actions have you taken / is being planned?
3) If your recruitment process has been curtailed or you feel unsure, make use of employment referencing upfront and prior to an offer. We’re expecting increased cooperation at this time which should help to ensure a candid and prompt response to requests.
Changes to your onboarding process
- Getting organised for a remote start might take longer than normal. Think about what your IT and HR teams need to do and in plenty of time. It might take a little longer to get things organised.
- Instead of sending paper-based employment contracts, we recommend using a certified virtual signing system, such as DocuSign, which is legally binding.
- Think about documenting processes and / roles, if you don’t already have this in place. It’s important particularly for remote workers to have a clear understanding of expectations and accountability.
- As the candidate will only have what they have researched online along with information gleaned on the video interviews, it’s important that your employer brand is visible online. Ensure your website and career pages are updated.
- Have technology delivered to the candidate’s door ahead of start date and set up in plenty of time so that on day one, you are all ready to go. If the technology is coming to you first, it’s a good idea to download the necessary software and accounts ready for use. If not, provide a detailed step by step guide for your new employee to successfully do this themselves as well as contact numbers for IT support if they get stuck. Another idea is a welcome care package with company-branded notepad, pens and mug.
- Ensure your new starter has acceptable WIFI and internet connection and talk through where they will be working.
- Do they have a designated space, or will they be hot-desking around the home and around family life during the coming months? What adjustments do we need to make around expectations to accommodate this?
- Induction planning will need to be more organised. Have calls and video meetings planned and in the diary for those early days to enable the new starter to get up to speed with the team and business as quickly as possible.
- Make use of the many collaboration tools out there for teams to stay in touch and collaborate on work (more on this in our next piece).
- Think of ways to engage your team as a team throughout the coming weeks – we’ve heard of team created Spotify playlists that are listened to over the day, sending photos of each other’s new office surroundings/mug of choice and many other ways of keeping the team engaged and light-hearted where possible.
With some small adjustments to recruitment and on-boarding processes, it will still be possible to hire successfully in the current climate.
If you require further advice on how to adjust your recruitment process or to discuss a critical hire, don’t hesitate to get in touch.
